AIB Northern Ireland Salaries 1 April 2025

As members are no doubt aware your Union’s Sector Committee has been in intensive negotiations with the employer to agree your pay increases for July 2025. These negotiations have now finalised and I have set out below a summary of the main elements of the agreement. The full text of the agreement and a detailed Q&A document is available on our website if you need more detail. 

These are the first set of proposals arising from our collective bargaining on your behalf and represent a massive step forward not only in terms of engagement but also in terms of clarity of members on salary increases for next year.

1. Staff members whose base pay is within their pay range will receive an increase to their base pay aligned to the total based on their Aspire performance rating. 
2. Staff members whose base pay is above their pay range will receive a lump sum paymentn equivalent to their Aspire increase percentage, based on their base salary as of 30^th June 2025.

Salary Ranges

The Bank notes the Union’s request to have these salary ranges reviewed, including a request to consider an amalgamation of the NI and GB ranges.  The parties are committed to continue ongoing local engagement on the future reward structures in AIB throughout 2025.  

35-Hour Week

As part of the 3-year pay agreement, which these proposals are a follow on from, the parties agreed that we would revisit the matter of the 35-hour week in AIB.

It has been agreed, in the interests of bringing finality to this outstanding issue, that a voucher payment of £1,350 will be paid to all employees at Levels 4 -5  in Q1 2025, subject to eligibility criteria.

In addition, it has been agreed that Levels 4-5 will also receive a once-off additional annual leave day to be taken in 2025.

Eligibility criteria are set out in the agreement and in the detailed Q&A Document.

Menstrual Health 

The Bank has agreed to support the Union’s campaign on menstrual health and will develop an employee handbook on menstrual health in consultation with the Union to include guidance for managers and the appropriate supports for their staff on this matter. This handbook will be developed between the parties for launch in Q1 2025. AIB is the first Bank to support the Union’s campaign. 

Foster Care Leave 

The Bank has confirmed the introduction of a new policy on Foster Care Leave to include 10 days paid leave, to further enhance and support the Bank’s family friendly suite of leave. This will be launched in early 2025, with the policy on Foster Care Leave to be shared with the Union in advance.  

Compassionate Leave 

In response to concerns raised by the Union regarding the Compassionate Leave Policy, the Bank has agreed to a review of this policy in 2025. Full details to be shared with the Union once this review has taken place.  

Artificial Intelligence

In line with the existing commitments in the Foley Agreement, the Bank agrees to consultation and engagement with the Union as any potential changes from the introduction of AI become apparent. 

Ongoing Co-operation: 

The Union agree to ongoing co-operation with the Bank’s change and restructuring plans for the duration of the Foley agreement. The Bank for its part commits to full consultation and engagement with the Union on any change or restructuring arising in this period.   

Foley Agreement

The protections and terms of the Foley agreement will apply to any and all restructuring proposals up to the end of December 2026.

 FSU Sector Recommendation

As your elected representatives your FSU Sector Committee have agreed the above terms with the employers representatives and represent the best that can be achieved through our local engagements. We are recommending these proposals for acceptance by you, our members. If the proposals are rejected, they will be deemed to be withdrawn, and a new set of negotiations will commence in quarter 1 2025 with a view to reaching agreement by the normal July pay date.

The above sets out the main terms of the agreement between the parties for pay in 2025 . All members will receive a ballot paper from our independent ballot providers Mi-Voice commencing this Monday 2^ndDecember 2024 at 12 p.m. and closing on Monday 16^th December 2024 at 12 p.m. We are in the process of agreeing time for a Level 4 & 5 members’ meeting which we encourage all members to attend before voting on these proposals.

In the meantime, if you have any questions in relation to the above, please contact your local Sector Committee member or the Union directly at info@fsunion.org with ‘AIB Pay’ in the subject line.

AIB Annual Leave Entitlements – effective from 01.07.2019

Career Level Annual Leave

Quota

Level 1 21

Level 2 23

Level 3 25

Levels 4-7 27

In your first year of service you get 1/12 of the annual rate for each completed month of

service up to 31 December. After that it works as follows;

How are year’s service counted?

For the purpose of calculating annual leave entitlement, years of service are counted from

date of entry into the Bank. The current leave year is included in this calculation

If your anniversary of employment is before end of September – apply full extra entitlement

If your anniversary of employment is after the end of September – apply half extra

entitlement

Frequently Asked Questions