JIB Rates 2026 Explained – Full Breakdown of the New Pay Deal
- Technical review: Thomas Jevons (Head of Training, 20+ years)
- Employability review: Joshua Jarvis (Placement Manager)
- Editorial review: Jessica Gilbert (Marketing Editorial Team)
- Last reviewed:
- | Changes: Comprehensive rewrite with updated workforce data, mature entry patterns, and financial planning guidance
Introduction
The new JIB wage agreement covering 2026 to 2028 has landed, and reactions across the electrical industry range from cautiously optimistic to openly frustrated. The headline figures look decent at first glance: a 3.95% increase from January 2026, followed by 4.6% in 2027 and 4.85% in 2028. That’s roughly 14% total across three years for nearly 10,000 electricians employed by around 550 contractors under the Joint Industry Board agreement. But peel back the surface and the conversation gets more complicated. Is a 4% rise in 2026 actually keeping pace with real inflation after years of cost-of-living pressure? How do these increases compare to the 7% and 5% rises electricians secured in 2024 and 2025? What do the numbers look like when you translate percentages into actual hourly rates across different skill bands? And honestly, why do so many electricians on forums keep saying the JIB rates are “a joke” despite these consecutive multi-year deals?
Here’s what makes this pay deal significant beyond the headline percentages. This is the first time since the 2008 financial crisis that electricians have secured back-to-back multi-year agreements with consistent upward movement rather than prolonged wage freezes or single-year negotiations. The 2026-2028 agreement follows directly after the 2024-2025 deal, creating five consecutive years of confirmed increases totalling around 26% from 2024 through 2028. That’s substantial momentum in an industry where wage stagnation post-2008 meant JIB rates rose just 60% whilst minimum wage increased 100% over the same period. The compound effect matters. An Approved Electrician earning £20.26 per hour in early 2024 will earn £22.78 by 2028, a £2.52 hourly increase translating to roughly £5,000 additional annual income at standard 37.5-hour weeks.
But the statistics mask deeper industry tensions that anyone considering electrical training needs to understand. The agreement was narrowly approved by Unite members after months of negotiation between the Electrical Contractors’ Association (ECA), SELECT (the Scottish contractor body), and Unite the Union through the JIB National Board. Forum discussions on Reddit’s r/ukelectricians and ElectriciansForums reveal electricians split between those viewing it as recognition of skilled work and those arguing it barely keeps pace with real inflation whilst leaving JIB rates still only £5 to £8 above minimum wage after five years of training. Some electricians are celebrating 14% over three years. Others are pointing out that inflation since 2022 alone has exceeded that figure, meaning real purchasing power is still declining despite consecutive pay deals. To properly understand the jib rates and how this 2026-2028 agreement affects both working electricians and people training toward qualified status, you need to see the actual numbers, understand what’s changing beyond base rates, and grasp why the industry reaction is so mixed despite objectively positive percentage increases.
This guide breaks down the confirmed year-by-year increases showing exactly what you’ll earn in 2026, 2027, and 2028 across all JIB grades from Electrical Labourer through Technician. We’ll show you the actual hourly rates in pounds rather than just percentages, explain what’s changing with sick pay, benefits, and apprentice rates beyond the headline wage figures, compare this deal historically against the 2024-2025 agreement and the post-2008 wage freeze period, examine real reactions from electricians across Reddit, X (Twitter), and industry forums to understand why opinions are so divided, explore what these wage costs mean for employers and how that might affect job availability and overtime policies, clarify the difference between JIB rates and actual market rates many electricians command, and explain what these pay structures mean if you’re currently training through NVQ Level 3, considering career change into electrical work, or planning your qualification pathway around realistic earnings expectations.
Thomas Jevons, our Head of Training with over 20 years in the trade, puts it plainly:
"The 2026-2028 pay structure reflects what qualified status actually means. Learners completing NVQ portfolios and passing AM2 aren't just gaining a card, they're entering a wage framework that rewards competence across bands. That's why proper training matters more than shortcuts."
What's Actually Changing (Year-by-Year Breakdown)
The JIB Industrial Determination for 2026 to 2028 was promulgated by the JIB National Board on 27 June 2025, taking effect from the dates specified in the agreement. This is the official document setting wage structures, benefit provisions, and working conditions for electricians employed under JIB terms across England, Wales, Scotland, and Northern Ireland. Understanding what’s actually in this determination matters more than headline percentages because the changes extend beyond base hourly rates to sick pay, apprentice structures, and future discussions about pensions and travel provisions.
Year one takes effect from 5 January 2026 and includes a 3.95% increase to rates for graded operatives (Electrical Labourer, Electrician, Approved Electrician, Technician), a 2% increase to apprentice rates, a £10 increase to weekly sick pay for operatives during weeks 3 to 24, and a £5 increase to weekly sick pay during weeks 25 to 52. The 3.95% might not sound dramatic, but it’s the foundation for compounding increases in subsequent years. An Approved Electrician earning £21.50 in 2025 jumps to £22.35 in 2026, a 85p hourly increase worth roughly £1,700 annually at standard hours. That’s meaningful even if it doesn’t match some electricians’ inflation expectations.
Year two takes effect from 4 January 2027 and includes a 4.6% increase to graded operative rates and a 3% increase to apprentice rates. This is the largest single-year percentage increase in the three-year agreement. It compounds on the 2026 base, so the Approved Electrician on £22.35 in 2026 moves to £23.38 in 2027. That’s a £1.03 jump in one year, worth roughly £2,000 additional annual income. The 4.6% reflects Unite’s negotiating position that 2027 should deliver the strongest increase to offset cumulative inflation pressure from 2022 through 2024.
Year three takes effect from 3 January 2028 and includes a 4.85% increase to graded operative rates and a 3% increase to apprentice rates. This is the final year of the agreement, after which new negotiations will begin for 2029 onward. The Approved Electrician on £23.38 in 2027 reaches £24.51 in 2028. Across the three years from 2026 through 2028, that’s a £3.01 hourly increase for Approved Electricians, roughly £6,000 additional annual income compared to 2025 rates. That’s the compound effect of consecutive percentage increases rather than isolated single-year bumps.
The sick pay enhancements matter more than many electricians realise. Prior to 2026, standard sick pay during weeks 3 to 24 of illness was £190 per week for Electricians and £200 per week for Approved Electricians. The new agreement adds £10 weekly during this period, bringing sick pay to £200 for Electricians and £210 for Approved Electricians. For weeks 25 to 52, the £5 weekly increase provides extended coverage for longer-term illnesses. This isn’t generous compared to white-collar sick pay schemes, but it’s meaningful improvement for trades workers who often lack comprehensive sick leave provisions.
Apprentice rates rise 2% in 2026, then 3% in both 2027 and 2028. This follows the separate January 2025 apprentice rate restructuring that aligned Stage 1 and Stage 2 apprentices with National Minimum Wage requirements whilst maintaining higher rates for Stage 3 and Stage 4. The cumulative effect means apprentices see roughly 8% total increase across 2026 to 2028, smaller than graded operative increases but consistent with encouraging apprenticeship completion and progression to qualified status.
The agreement also commits the ECA and Unite to discussions about salary sacrifice arrangements for pensions and improvements to travel expenditure provisions. These discussions are ongoing as of late 2025 with outcomes to be determined in 2026. Travel allowances have remained static at 12p per mile (below 15 miles each way) and 22p per mile (over 15 miles each way) for several years despite fuel cost increases. Electricians working across multiple sites daily feel this particularly acutely. Pension improvements through salary sacrifice could provide tax-efficient ways to increase retirement savings without direct employer cost increases. The commitment to discuss these areas signals recognition that total compensation extends beyond hourly rates.
The Actual Numbers (What You'll Earn Across All Grades)
Translating percentages into pounds matters because that’s how you plan budgets, assess training investment payback periods, and compare offers from different employers. Here are the confirmed hourly rates across all JIB grades for 2026, 2027, and 2028.
Electrical Labourer rates start at £16.01 per hour in 2026 (own transport) or £17.21 per hour (employer-provided transport), rising to £16.75 in 2027 and £17.56 in 2028 for own transport. This is the entry grade requiring minimal electrical qualifications, typically used for labourers supporting qualified electricians with material handling, basic installations under supervision, and site preparation work. The rates reflect unskilled or semi-skilled labour but are still £4.51 above minimum wage in 2026 (assuming minimum wage reaches £11.50), recognising that electrical sites require understanding of safety protocols, tool usage, and basic electrical concepts even at labourer level.
Electrician rates (previously called Standard Electrician or JIB Card holder) sit at £19.54 per hour in 2026 (own transport) or £20.74 per hour (employer-provided transport), rising to £20.44 in 2027 and £21.43 in 2028 for own transport. This is the grade for newly qualified electricians holding Gold Card status via completed apprenticeship, NVQ Level 3 plus AM2, or experienced worker assessment routes. You’re legally able to design, install, inspect, test, and certify installations within your competence scope. Most newly qualified electricians spend 18 months to 3 years at this rate before progressing to Approved Electrician, depending on how quickly they demonstrate broader competence and take on supervision responsibilities.
Approved Electrician rates reach £21.06 per hour in 2026 (own transport) or £22.26 per hour (employer-provided transport), rising to £21.90 in 2027 and £22.78 in 2028 for own transport. This is Band 6 in the JIB grading structure, requiring evidence of supervising other electricians, demonstrating competence across varied installation types (domestic, commercial, industrial), holding inspection and testing qualifications (typically 2391), and showing consistent quality work over extended period. The roughly £1.50 hourly premium over standard Electrician rate translates to £3,000 annually, reflecting the additional responsibility and competence breadth required. Most employers don’t automatically upgrade electricians to Approved status, you need to request regrading and demonstrate you meet the criteria.
Technician rates (the highest standard JIB grade) start at £22.78 per hour in 2026 (own transport) or £23.98 per hour (employer-provided transport), rising to £23.83 in 2027 and £24.98 in 2028 for own transport. This grade requires additional technical qualifications beyond standard electrical installation, typically Level 4 HNC/HND in electrical engineering, specialist certifications in areas like fire alarms or emergency lighting, or demonstrated expertise in complex installations. Relatively few electricians reach Technician grade because it requires formal higher education or years of specialist experience. The premium over Approved Electrician is about £1.70 hourly in 2026, roughly £3,400 annually.
London weighting adds approximately £1.20 to £1.50 per hour across all grades, though exact amounts vary by employer and specific London zone. Central London electricians on JIB rates typically earn £23.50 to £24.00 as standard Electricians in 2026, reflecting higher cost of living. The weighting isn’t officially standardised in JIB handbooks but emerges from market pressures requiring London contractors paying above base rates to attract and retain electricians.
The transport differential (own transport versus employer-provided transport) reflects whether you drive your own vehicle to sites or use company vehicles. The £1.20 hourly premium for own transport in 2026 compensates for vehicle running costs, insurance, wear and tear, and fuel. Most electricians prefer own transport despite the responsibilities because it provides flexibility for personal errands and doesn’t limit you to company vehicle availability. The mileage allowance (22p per mile over 15 miles each way) supplements the transport premium for longer commutes, though many electricians argue 22p hasn’t kept pace with actual vehicle running costs.
Annual earnings calculations require understanding standard working hours under JIB agreements. The standard working week is 37.5 hours (typically 7.5 hours daily across five days). An Approved Electrician on £22.35 per hour in 2026 working standard hours earns roughly £43,600 gross annually before overtime, allowances, or bonuses. Overtime rates are time-and-a-half after 37.5 hours weekly and double-time on Sundays, though some employers have moved away from guaranteed overtime as labour costs increased. A realistic annual income for an Approved Electrician working moderate overtime (5 to 10 hours weekly) reaches £48,000 to £52,000 in 2026. That’s the practical earnings range rather than the base salary figure.
How This Compares to Previous Years (Historical Context)
The 2026-2028 agreement doesn’t exist in isolation. To understand whether these increases are adequate, disappointing, or somewhere in between, you need to see how they compare against recent deals and longer-term wage trajectory since the 2008 financial crisis.
The 2024-2025 deal delivered 7% in January 2024 followed by 5% in January 2025. That was Unite’s breakthrough after years of smaller increases, secured following narrow member vote approval in June 2023. The 7% in 2024 was particularly significant because it represented catch-up after inflation exceeded 10% in 2022 and remained above 5% through 2023. An Approved Electrician earning £19.00 in late 2023 jumped to £20.33 in 2024, then £21.35 in 2025. That’s a £2.35 increase in two years, roughly £4,500 additional annual income. The 2024-2025 deal set expectations that multi-year agreements with strong percentage increases would continue, which is exactly what the 2026-2028 deal delivers.
Comparing cumulative increases from 2024 through 2028 shows five consecutive years totalling approximately 26% for graded operatives. That’s the longest sustained upward wage trajectory in JIB history since the 1990s. An Approved Electrician earning £19.00 in late 2023 will earn £24.51 in 2028, a £5.51 hourly increase worth roughly £10,800 additional annual income at standard hours. That’s objectively substantial and represents genuine purchasing power improvement if inflation moderates to Bank of England’s 2% target through 2026 to 2028.
But here’s where the historical context turns frustrating for many electricians. Following the 2008 financial crisis, JIB rates essentially froze from 2008 through 2014, with minimal increases (1% to 2% annually) barely keeping pace with inflation that remained low but persistent at 2% to 3%. Minimum wage, by contrast, increased steadily throughout this period as successive governments used minimum wage policy to support low-income workers. The result is that minimum wage rose 100% from 2010 to 2025 (from roughly £5.93 to £11.44), whilst JIB rates for standard Electricians rose only 60% in the same period (from roughly £12.20 to £19.54 in 2026). The gap between JIB rates and minimum wage narrowed dramatically. In 2010, a JIB Electrician earned 2.06 times minimum wage. In 2026, that ratio drops to 1.71 times minimum wage. Forum comments about JIB rates being “minimum wage plus a fiver” reflect this compressed ratio, and it’s a legitimate frustration.
The comparison with inflation is similarly complicated. Cumulative inflation from January 2020 through December 2024 exceeded 25% as COVID-19 disruption, energy price shocks from Ukraine conflict, and supply chain pressures drove prices upward. The 2024-2025 deal’s 12% across two years and 2026-2028 deal’s 14% across three years total 26% from 2024 through 2028, barely matching cumulative inflation from 2020 onward. Electricians who experienced real wage decline from 2020 to 2023 are essentially regaining lost purchasing power rather than seeing genuine wage growth. That’s why reactions are mixed, the numbers look good in isolation but feel inadequate when you’ve spent four years watching living costs outpace pay increases.
International comparisons are difficult because wage structures differ dramatically. US electricians under International Brotherhood of Electrical Workers (IBEW) agreements earn significantly higher hourly rates ($40 to $80+ depending on location and classification) but face different cost structures, less comprehensive healthcare coverage through employers, and varied union membership requirements. Australian electricians earn AUD $35 to $50 per hour (roughly £18 to £26), comparable to UK rates but with different tax structures and superannuation requirements. European comparisons are equally complex with varied social insurance systems, cost of living differences, and qualification frameworks not directly comparable to UK NVQ structure.
What matters most isn’t whether UK electricians earn more or less than counterparts elsewhere, it’s whether the wage trajectory supports attracting new entrants to the trade, retaining experienced electricians, and maintaining quality standards. On that measure, the consecutive multi-year deals from 2024 through 2028 represent positive momentum after a lost decade post-2008. Whether it’s sufficient depends on your perspective, how inflation behaves through 2026 to 2028, and whether employers maintain job availability and reasonable working conditions as wage costs increase.
What Electricians Are Actually Saying (Real Reactions)
The official announcements from ECA and Unite positioned the 2026-2028 agreement as “securing pay rises for thousands of electrical workers” and “demonstrating Unite’s power to win for members.” That’s the institutional view. Here’s what electricians are actually saying across Reddit, ElectriciansForums, and X (formerly Twitter) where opinions are considerably more varied and sometimes brutally honest.
The positive reactions focus on consecutive multi-year security and compound growth. One r/ukelectricians comment captured this perspective: “Three more years locked in means you can actually plan. After the uncertainty post-COVID and the inflation chaos, knowing exactly what you’re earning through 2028 is worth something even if the percentages aren’t amazing.” Another common theme is recognition that consistent negotiation wins are preferable to single-year battles: “Unite’s managed two consecutive multi-year deals. That’s better than the stop-start we had for a decade after 2008.” Some electricians view the 14% across three years as reasonable given inflation should moderate: “If inflation drops to 2% to 3% like the Bank of England keeps promising, then 4% to 5% annual increases genuinely improve purchasing power. We just got burned by 10% inflation making recent deals feel insufficient.”
The frustrated reactions centre on real inflation experience and minimum wage compression. One particularly blunt Reddit comment summed up this view: “JIB rates are a joke. Five years of training, thousands spent on courses, AM2 stress, and you’re earning £22 an hour. That’s minimum wage plus seven quid. You can stack shelves at Tesco at night for the same money without the responsibility or the physical toll.” This sentiment appeared repeatedly, variations of “not worth it anymore” relative to less-skilled work paying £12 to £15 hourly with minimal training. The minimum wage comparison particularly rankles experienced electricians who remember when JIB rates commanded significantly larger premiums.
The inflation scepticism is widespread. Multiple forum users pointed out that inflation from 2022 through 2024 exceeded 15%, meaning the 2024-2025 deal’s 12% didn’t restore purchasing power, and the 2026-2028 deal’s 14% only brings electricians roughly back to 2021 real-wage levels if inflation moderates. One comment stated: “They’re presenting 14% like it’s a raise. It’s inflation catch-up after years of losing ground. Real wages are still lower than 2019 even with these deals.” Another noted: “The minimum wage increased 100% since 2010. JIB rates went up 60%. That’s not progress, that’s the trade getting devalued year by year.”
The employer-sided criticism of JIB emerged in multiple discussions. One experienced electrician argued: “JIB is management-controlled. They negotiate rates that keep costs down for contractors whilst pretending to represent workers. Real unions would’ve demanded more.” Others pointed to the narrow approval margins for recent deals: “It passed, but barely. Lots of members voted against because the percentages don’t match what private sector sparks are commanding.” The comparison with self-employed day rates came up frequently: “Agencies are paying £220 to £250 daily for qualified sparks. JIB wants you to work for £160 a day and act grateful.”
The regional variation complaints highlight London versus rest-of-UK disparities. London electricians argue that JIB rates plus typical £1.50 weighting still leave them struggling with £2,000+ monthly rents and transport costs that dwarf those in Midlands or North. One comment: “£24 an hour in London is poverty wages when your rent is £1,800 and a pint is £7. The JIB rates don’t reflect London cost reality.” Northern electricians countered that their local markets pay £15 to £17 hourly and JIB rates at £19 to £22 feel decent by comparison: “JIB rates look alright in Birmingham where you can rent for £700 monthly. It’s all relative to local markets.”
The overtime discussion reveals employer responses to rising wage costs. Several electricians reported their employers cut guaranteed overtime or moved to “time for time” policies (giving time off in lieu rather than paying overtime premiums) as base rates increased: “We got the 7% in 2024 but lost Saturday overtime at time-and-a-half. Employer said labour costs were up 15% with NICs and wage deals combined, something had to give.” Another noted: “More companies going to price work (paying fixed amounts per task) rather than hourly rates. When wages rise, employers find ways to control total costs.”
The training investment debate splits people considering entry to the trade. Some argue the wage trajectory justifies training costs: “Four years to qualified electrician, you’re on £20-plus by the end of apprenticeship, £22-plus within two years of qualifying, pushing £50k annually with overtime. That’s solid for a trade.” Others counter that ROI isn’t clear anymore: “You’re spending two years in training at £15 to £18 hourly as improver, plus £10,000 on NVQ packages, to end up at £22 an hour. Meanwhile mates who did tech bootcamps are on £35k to £40k within a year.” The comparison with tech careers, plumbing, and other trades appears constantly.
Joshua Jarvis, our Placement Manager, addresses the market reality that complicates JIB rate discussions:
"The JIB rates are important for PAYE employees on scheme work, but the wider market often pays differently. Self-employed day rates, agency rates, and non-JIB contractors all operate with their own structures. Understanding the JIB framework helps you negotiate, even if your employer doesn't formally follow it." That's the crucial context the online debates often miss. JIB rates are minimums for specific employment arrangements, not maximum ceilings or universal market rates."
What This Means for Employers and the Industry
Wage agreements don’t exist in vacuum. The 2026-2028 increases affect employer cost structures, hiring decisions, overtime availability, and potentially job market dynamics for newly qualified electricians. Understanding employer impact helps you anticipate how these wage changes might affect actual employment opportunities and working conditions beyond headline hourly rates.
The cumulative labour cost increase from 2024 through 2028 approaches 30% when you include employer National Insurance contributions rising from 13.8% to 15% in April 2025, plus the wage increases themselves. An employer paying £20,000 annually for a standard Electrician in 2023 (including employer NICs) will pay roughly £26,000 for the same electrician in 2028. That’s a £6,000 increase per electrician, multiplied across entire workforces. For a contractor employing 20 electricians, that’s £120,000 additional annual labour costs. That’s not trivial for businesses operating on 3% to 8% net profit margins typical in construction sectors.
Employer responses to rising costs fall into several categories. Some absorb costs through efficiency improvements, winning higher-value contracts, or accepting lower margins temporarily whilst hoping for increased construction activity supporting price increases. Others reduce overtime availability, shift from time-based pay to price work arrangements, increase use of subcontractors rather than direct employees, or limit staff growth relying on existing workforce working harder. The least desirable response is quality compromise, using less experienced staff for work requiring qualified electricians, or pressuring staff to work faster risking safety and installation quality.
The JIB member companies (approximately 550 employers covered by the agreement) include major national contractors, regional firms, and smaller specialist companies. Not all electrical contractors are JIB members. Many small to medium firms operate outside JIB frameworks, setting their own pay structures negotiated individually with employees. The non-JIB sector often pays differently, sometimes above JIB rates for experienced specialists, sometimes below JIB rates for basic installation work. The JIB rates create industry baselines that influence non-JIB employer behaviour even when they’re not contractually bound to follow them.
The talent attraction question matters strategically. If JIB rates fail keeping pace with comparable trades (plumbers, gas engineers, joiners) or alternative career paths (tech, logistics, public services), fewer young people enter electrical training and experienced electricians leave for better opportunities. The construction industry already faces massive skills shortages. CITB estimates 225,000 additional construction workers needed by 2028 to meet net-zero infrastructure demands and housing targets. Electrical work is particularly shortage-constrained because installations have become more complex (smart homes, EV charging, solar integration, heat pump electrical requirements) whilst the workforce ages and retirement rates increase.
The 2026-2028 wage agreement attempts balancing worker retention with employer sustainability. Unite pushed for larger increases citing inflation and skills shortages. ECA and SELECT argued that excessive wage costs would force contractors out of business or shift work overseas to countries with lower labour costs (though electrical installation can’t be offshored practically). The negotiated outcome reflects compromise, neither side got everything they wanted but both secured sufficient commitments continuing the relationship.
International competitiveness considerations matter less for electrical work than manufactured goods because installations must occur where buildings exist. You can’t install UK socket circuits from China or India. But you can lose infrastructure projects to European competitors if UK labour costs push project bids uncompetitively high. Major projects (HS2, nuclear power stations, offshore wind farms) employ electrical contractors from across Europe when UK capacity or pricing creates barriers. The JIB rates must balance attracting domestic workers whilst keeping UK contractors competitive for major contracts.
Pension and travel allowance discussions committed in the 2026-2028 agreement could significantly affect total compensation if they progress successfully. Salary sacrifice pensions allow employees reducing gross salary in exchange for higher employer pension contributions, providing tax efficiency. Travel allowance improvements at 22p per mile haven’t kept pace with actual vehicle running costs estimated at 35p to 45p per mile by motoring organisations. If these discussions yield meaningful improvements in 2026 or 2027, the total compensation package strengthens beyond the hourly rate increases already secured.
Apprentice Rates and Career Progression Timing
The 2026-2028 agreement adjusts apprentice rates with 2% increase in 2026 followed by 3% in both 2027 and 2028. This follows the January 2025 restructuring that aligned Stage 1 and Stage 2 apprentices with National Minimum Wage requirements, creating a more coherent progression pathway whilst encouraging completion through higher Stage 3 and Stage 4 rates.
The January 2025 changes established Stage 1 apprentices (typically first-year, aged 16 to 19 or adult first-year learners) at £8.16 per hour, Stage 2 apprentices (typically second-year) at £10.60 per hour, Stage 3 apprentices (typically third-year working toward Level 3 completion) at £13.05 per hour, and Stage 4 apprentices (typically fourth-year, completing NVQ assessments and preparing for AM2) at £15.55 per hour. These rates apply to all apprentice hours including college attendance, not just on-site work hours. Employers must pay full apprentice rates during block release training periods, something that caused confusion previously when some employers attempted paying lower rates during off-site education.
The 2026 increases bring Stage 1 to £8.32 per hour, Stage 2 to £10.81 per hour, Stage 3 to £13.31 per hour, and Stage 4 to £15.86 per hour. The 2027 increases (3%) bring Stage 1 to £8.57, Stage 2 to £11.13, Stage 3 to £13.71, and Stage 4 to £16.34. The 2028 increases (3%) bring Stage 1 to £8.83, Stage 2 to £11.46, Stage 3 to £14.12, and Stage 4 to £16.83. By 2028, fourth-year apprentices earn £16.83 hourly, just £2.61 below newly qualified Electrician rates of £19.44 in that year. That’s deliberate compression encouraging apprenticeship completion because the pay gap to qualified status becomes narrower, making qualification achievement immediately financially rewarding.
The progression from apprentice to qualified electrician takes four years minimum through traditional apprenticeship routes, two to three years through adult improver pathways (Level 2, Level 3, NVQ portfolio, AM2), or 12 to 18 months through experienced worker assessment routes for electricians with substantial prior experience but lacking formal qualifications. The timeline affects total earnings during training periods significantly. A traditional apprentice over four years (2025 to 2028) earns cumulative roughly £25,000 in year one, £28,000 in year two, £33,000 in year three, and £39,000 in year four, totalling £125,000 across the apprenticeship at standard hours. That’s substantial income whilst training, far exceeding university students’ typical earnings during degree programs.
The adult improver route costs more upfront (typically £10,000 for NVQ package excluding tools, PPE, and AM2 fees) but achieves qualification faster and maintains higher hourly rates during training. An adult career-changer working as electrical improver through 2026 to 2028 whilst completing qualifications might earn £17 to £19 hourly throughout (employer-dependent), totalling £70,000 to £75,000 across two years before qualifying. The course costs reduce net earnings to £60,000 to £65,000 during training, but you reach qualified status in half the time, beginning to earn £22-plus hourly sooner. The financial comparison depends on your age, existing income, training costs, and how quickly you can complete portfolios.
The qualified-to-approved progression timing matters for career planning. Most employers don’t automatically upgrade electricians to Approved status after qualifying. You need to demonstrate competence across varied installation types (domestic, commercial, and preferably industrial experience), supervise or mentor other electricians or apprentices, hold inspection and testing qualifications (2391 typically required), and show consistent quality work over extended period. That typically takes 18 months to 3 years post-qualification. Pushing for Approved status too early often fails because you haven’t accumulated sufficient varied experience demonstrating broader competence. The £1.50 to £2.00 hourly premium makes patience worthwhile, but don’t wait indefinitely if you’re meeting the criteria and employer won’t upgrade you. That’s when you leverage the JIB framework in discussions or consider moving to employers valuing your developed competence.
Myths and Misunderstandings About JIB Rates
The JIB rates generate persistent misconceptions that confuse people training toward electrical qualifications or negotiating employment terms. Clearing these up prevents unrealistic expectations and helps you understand what the rates actually guarantee versus what they don’t.
Myth one: “JIB rates are legally required for all electricians.” Reality: JIB rates apply only to electricians employed by JIB member companies under JIB collective agreements. Approximately 550 employers are JIB members covering roughly 10,000 electricians. The UK has over 60,000 electrically qualified persons working in electrical installation trades. Most work for non-JIB employers who set their own pay structures through individual negotiation, agency agreements, or self-employed day rates. JIB rates influence the broader market but aren’t legally mandatory outside JIB membership. You can work as qualified electrician earning above or below JIB rates depending entirely on employer and negotiation.
Myth two: “Getting Gold Card automatically gets you JIB Electrician rate.” Reality: JIB rates apply if your employer is JIB member and you’re employed under JIB terms. Achieving Gold Card proves you’re qualified but doesn’t obligate non-JIB employers paying specific amounts. Many small firms pay £15 to £18 hourly for newly qualified electricians regardless of JIB recommendations. Others pay £22 to £25 hourly because local market competition demands it. Your qualification gets you in the door, your negotiation and employer’s structure determines your actual pay.
Myth three: “JIB rates include overtime and benefits automatically.” Reality: JIB rates are base hourly rates. Overtime provisions (time-and-a-half after 37.5 hours, double-time Sundays), sick pay structures, holiday entitlements, and pension contributions are separate components of JIB employment terms. Not all employers follow all provisions even when they pay JIB base rates. Self-employed electricians earning day rates negotiate everything separately. Always clarify total compensation package (base rate, overtime provisions, sick pay, holidays, pension, travel allowances) rather than assuming JIB base rate includes everything.
Myth four: “JIB Approved Electrician rate requires just holding 2391 qualification.” Reality: Approved Electrician status requires demonstrated competence breadth beyond single additional qualification. You need evidence supervising others, varied installation experience, inspection and testing capability (2391 or 2394/2395), and consistent quality work over time. Passing 2391 is necessary but insufficient alone. Employers upgrade you to Approved when you demonstrate the full competence scope, not automatically upon course completion. The roughly 18-month to 3-year typical timeline from qualification to Approved status reflects accumulating this evidence.
Myth five: “Self-employed electricians must charge based on JIB rates.” Reality: Self-employed day rates, price work fees, and project quotes have no connection to JIB hourly rates. Self-employed electricians charge what the market bears and what their business costs require. Typical self-employed day rates range £200 to £300 daily (£25 to £37.50 hourly equivalent at eight-hour days) but that’s gross income before deducting vehicle costs, insurance, tool replacement, accountancy fees, pension contributions, and periods without work. The JIB rates apply to employees with predictable hours, paid holidays, sick pay, and employer pension contributions. Comparing self-employed gross day rates directly to JIB employee hourly rates ignores the structural differences.
Myth six: “London electricians automatically get higher JIB rates.” Reality: London weighting isn’t standardised in JIB handbooks. It emerges from market competition requiring London employers paying premiums attracting staff. Typical London weightings add £1.20 to £1.50 hourly but aren’t guaranteed. Some London contractors pay standard JIB rates arguing that’s sufficient. Others pay £3 to £5 above JIB rates because candidate scarcity forces competition. Geographic location affects actual pay through market dynamics, not automatic JIB adjustments.
Myth seven: “JIB rates are too low to live on.” Reality: This depends entirely on individual circumstances and regional cost of living. An Approved Electrician earning £22.78 hourly in 2028 at standard 37.5 hours weekly grosses roughly £44,500 annually before overtime. Add moderate overtime (5 to 10 hours weekly at time-and-a-half) and gross income reaches £50,000 to £55,000. That’s above UK median household income and sufficient for comfortable living in most regions outside London. Whether it’s adequate depends on your family size, housing costs, lifestyle expectations, and debt obligations. Saying the rates are categorically insufficient ignores that millions of UK households survive on considerably less whilst working equally demanding jobs.
What This Means If You're Training Now
The 2026-2028 wage agreement creates specific implications depending on where you currently are in electrical training pathways. Understanding these helps you make informed decisions about training investment, qualification timing, and career planning.
If you’re currently in apprenticeship (years one through four), the 2026-2028 increases mean your earning trajectory is now confirmed through completion and into early qualified years. You can reliably plan knowing Stage 3 rates reach £14.12 by 2028 and Stage 4 reaches £16.83, with qualified Electrician rates sitting at £21.43 in 2028 when you finish. The predictability matters more than specific amounts because you can commit to completing training knowing the financial outcome is secured rather than uncertain. The compression between fourth-year apprentice rates and newly qualified Electrician rates (just £4.60 difference by 2028) means qualification achievement provides immediate but not massive pay jump. Your big financial gains come from progression to Approved Electrician and accumulating experience enabling higher-paying opportunities.
If you’re adult improver working toward NVQ completion in 2026 or 2027, these rates represent your target earnings once you pass AM2 and achieve Gold Card. The £19.54 starting rate in 2026 (£21.43 by 2028) justifies the typical £10,000 training investment plus 18 to 24 months at improver wages because you’ll recover training costs within 12 to 18 months post-qualification at the wage differential. The return-on-investment calculation shows electrical training remains financially sound despite frustrations about wage compression relative to minimum wage. Comparable trades (plumbing, gas engineering, joinery) offer similar or slightly lower qualified rates with equivalent training costs and timelines.
If you’re considering career change into electrical work, the 2026-2028 rates provide realistic earning expectations you should factor into decision-making. A 35-year-old career-changer completing fast-track NVQ route (18 to 24 months training) can expect earning £21.43 hourly by 2028 as newly qualified Electrician, roughly £44,500 annually at standard hours before overtime. That’s decent middle-income territory but not transformative wealth. If you’re currently earning £35,000 to £40,000 in office or service-sector roles, electrical work offers similar or modestly better earnings with more physical demands but potentially more job security and satisfaction if you prefer practical work. If you’re earning £50,000-plus in current career, electrical work likely means short-term income reduction during training and early qualified years before potential recovery as you progress to Approved status or specialise in higher-paying sectors.
If you’re experienced electrician currently earning below JIB rates, these agreements provide negotiation framework. If you’re working for non-JIB employer paying £17 to £18 hourly whilst you hold Gold Card and competence proving you’re worth Electrician grade, you can reference JIB rates as industry standard justifying pay rise request. Employers can’t ignore market rates indefinitely without losing qualified staff. Your leverage increases when competitor employers offer JIB-aligned or better rates. Document your competence (qualifications held, installations completed, supervisory responsibilities, inspection/testing capability) and request meeting to discuss aligning your pay with industry standards. Some employers respond positively once they understand you’re considering alternative opportunities.
If you’re on JIB rates already and wondering about progression to Approved Electrician, the 2026-2028 rates mean Approved status brings £1.84 hourly premium by 2028 (£21.43 standard Electrician versus £22.78 Approved Electrician). That’s roughly £3,600 additional annual income at standard hours. The pathway requires demonstrating broader competence, obtaining 2391 or equivalent inspection qualifications, and showing supervisory capability. The typical 18-month to 3-year timeline from qualification to Approved status means starting this process sooner rather than later. Request discussions with your employer about what specific evidence they need seeing to approve regrading. Some employers have clear criteria, others make it up as they go. Knowing their expectations lets you strategically gather evidence demonstrating you meet them.
The broader message for anyone currently training is that electrical qualifications remain financially viable despite wage compression relative to minimum wage growth. The job security, practical skills, varied work environments, and clear progression pathway from apprentice through Electrician to Approved Electrician and specialist roles provide career stability many sectors can’t match. Technology changes (smart homes, EV infrastructure, renewable integration, heat pumps) create growing demand for qualified electricians who understand both traditional installation and emerging technologies. The 2026-2028 rates secured that demand translating into predictable income through the next three years.
JIB Rates Versus Market Reality (What You'll Actually Earn)
The JIB rates establish frameworks but actual market earnings vary significantly based on employment structure, sector specialisation, geographic location, and individual negotiation. Understanding this distinction prevents disappointment when job offers don’t match published JIB figures and helps you negotiate effectively.
The PAYE employee earning exactly JIB rates works for JIB member contractor under formal JIB employment terms. This is perhaps 15% to 20% of UK electricians, concentrated among larger regional and national contractors undertaking commercial, industrial, and infrastructure projects where formal employment structures and union representation are common. These electricians typically earn published JIB rates (or very close) plus overtime at specified premiums, receive sick pay and pension contributions per JIB terms, and benefit from standardised holiday entitlements. The predictability and security matter more than potential for significantly higher earnings. You know exactly what you’re getting.
The PAYE employee working for non-JIB contractor experiences much wider variation. Small to medium firms (5 to 50 employees) dominating the domestic and small commercial sectors often pay £15 to £25 hourly depending on region, candidate experience, and local competition. Some deliberately undercut JIB rates keeping costs low and relying on less experienced staff or electricians accepting lower pay for other benefits (closer to home, more varied work, better relationships). Others exceed JIB rates by £2 to £5 hourly because competition for qualified electricians in their area demands it. The key difference is individual negotiation rather than collective agreement structures. Your pay depends on how well you negotiate and how desperately the employer needs qualified staff.
The agency electrician working temporary or contract placements typically earns day rates rather than hourly rates. Typical agency day rates range £180 to £280 daily (£22.50 to £35 hourly equivalent at eight-hour days) depending on specialisation, location, and project type. Industrial maintenance electricians commanding £250 to £280 daily significantly exceed equivalent JIB rates. Domestic installation electricians might accept £180 to £200 daily (just £22.50 to £25 hourly) because work availability is inconsistent. Agency work provides flexibility and potentially higher gross income but lacks sick pay, guaranteed hours, paid holidays, or pension contributions. The gross-to-net comparison versus PAYE employment isn’t straightforward. An agency electrician earning £250 daily who works 46 weeks annually (allowing for holidays and gaps between placements) grosses £57,500, but after accounting for unpaid holiday periods, gaps between contracts, and lack of employer pension contributions, the net financial advantage over PAYE JIB employment may be just £5,000 to £8,000 annually whilst accepting far more uncertainty.
The self-employed electrician running their own business operates entirely outside JIB frameworks. Charging structures vary dramatically. Some work on day rates (£200 to £350 daily depending on specialisation and region), others price by job (£150 to install socket, £400 to install consumer unit, £800 to £1,200 for full rewire), and many combine approaches. Gross income for successful self-employed electricians often reaches £50,000 to £80,000 annually, but business expenses (vehicle, fuel, insurance, tools, accountancy, marketing, public liability insurance, professional indemnity insurance) can consume 30% to 40% of gross revenue. The net income may be similar to PAYE employment at JIB rates whilst accepting significant additional responsibilities, financial risk, and administrative burden. The advantage is control over which work you accept, when you work, and how you run your business. The disadvantage is everything rests on you maintaining client relationships, finding continuous work, and managing all business functions.
The sector specialisation significantly affects earning potential. Domestic electricians working primarily on house rewires, consumer unit upgrades, and socket installations typically earn toward lower end of ranges (£18 to £24 hourly PAYE, £200 to £250 daily agency/self-employed). Commercial electricians working on offices, retail units, and light industrial premises earn mid-range (£20 to £26 hourly PAYE, £220 to £280 daily agency/self-employed). Industrial maintenance electricians working on manufacturing equipment, production lines, and plant maintenance often command highest rates (£24 to £30 hourly PAYE, £250 to £320 daily agency/self-employed) because work is more complex, environments are more challenging, and finding electricians willing to work industrial shifts (nights, weekends, on-call) is harder. Specialist sectors (data centres, pharmaceuticals, offshore wind, nuclear) can pay even more but require additional qualifications and security clearances.
The geographic variation reflects local cost of living and labour supply. London and South East electricians typically earn 20% to 30% above national averages (£24 to £28 hourly PAYE, £280 to £350 daily agency/self-employed) because housing costs and competition demand it. Midlands electricians earn roughly at national average (£20 to £24 hourly PAYE, £220 to £280 daily). North of England, Wales, Scotland, and Northern Ireland often see slightly below national average (£18 to £22 hourly PAYE, £200 to £250 daily) but cost of living is proportionally lower making real purchasing power similar. The geographic wage differences have compressed somewhat as remote work and improved transport make commuting to higher-paying regions more feasible.
The experience premium matters more than formal grade structures in non-JIB employment. A newly qualified electrician with Gold Card but just six months post-qualification experience typically earns £18 to £22 hourly regardless of whether employer follows JIB frameworks. An electrician with five years qualified experience demonstrating competence across varied installations might earn £22 to £26 hourly. An electrician with 10-plus years and specialist skills (inspection/testing, design, fire alarms, emergency lighting, data centres) can command £26 to £32 hourly or equivalent day rates. The market rewards demonstrable competence more than credentials alone.
The wage structures and career progression timelines outlined in our comprehensive breakdown of the 2026-2028 JIB wage agreement provide the framework for understanding realistic earnings at each qualification stage. However, actual market rates often deviate significantly from published JIB figures depending on employment structure, sector specialisation, and individual negotiation rather than formal grade progressions alone.
Common Questions About the 2026-2028 Deal
The wage agreement raises predictable questions from electricians, trainees, and people considering entry to the trade. Here are the most common concerns with direct, factual responses.
Do these rates apply to me if I'm not in a union?
The JIB rates apply if your employer is JIB member company regardless of whether you’re personally Unite member. JIB membership is employer-based, not individual worker-based. However, many non-JIB employers reference JIB rates when setting their own pay structures even though they’re not contractually bound to follow them. Check your employment contract to see if it references JIB terms and conditions or whether your employer is JIB member.
When exactly do the increases take effect?
The 3.95% increase takes effect from 5 January 2026 (first Monday of January). The 4.6% increase takes effect from 4 January 2027. The 4.85% increase takes effect from 3 January 2028. If your employer is JIB member, these dates are contractually binding. If your employer isn’t JIB member, rate changes depend entirely on your individual employment terms.
Will these increases definitely happen or could they be cancelled?
The JIB Industrial Determination is legally binding contract between ECA, SELECT, and Unite covering member companies. Barring extraordinary circumstances (economic collapse, industry-wide crisis), the increases will proceed as specified. Non-JIB employers have no obligation following the determination but most honour announced rates once they’ve communicated them to avoid staff dissatisfaction.
How do I know if my employer is JIB member?
Ask your employer directly or check the JIB website member directory. If you’re unsure, your employment contract should specify if you’re employed under JIB terms and conditions. Many employers make JIB membership prominent in recruitment materials because it signals formal employment standards and competitive pay.
Do overtime rates increase automatically with base rates?
Overtime premiums (time-and-a-half, double-time) are calculated from base rates, so yes, they increase proportionally. If your base rate is £22.35 in 2026, your time-and-a-half overtime rate is £33.53 and double-time is £44.70. As base rates increase through 2027 and 2028, overtime rates increase correspondingly. However, some employers have moved away from guaranteed overtime or shifted to time-in-lieu policies as base rates increased. Your employment contract governs overtime provisions.
What happens after 2028 when this agreement ends?
Negotiations for 2029 onward will begin in 2028 between ECA, SELECT, and Unite. Historical patterns suggest another multi-year agreement is likely given the success of consecutive 2024-2025 and 2026-2028 deals. The negotiation outcome will depend on inflation trajectory, labour market conditions, and construction industry economic health in 2028.
Can I negotiate higher pay than JIB rates?
Absolutely. JIB rates are minimums for member companies, not maximum ceilings. If you have specialist skills, extensive experience, or work in high-demand sectors, you can and should negotiate above JIB rates. Many electricians earn £3 to £8 hourly above published JIB figures through negotiation, particularly in London, specialist sectors, or shortage-skill areas.
Does this affect self-employed electrician rates?
Not directly. Self-employed rates are market-determined based on client willingness to pay, local competition, and your business costs. However, JIB rate increases often influence self-employed pricing because employed electricians earning higher wages reduce the incentive working self-employed unless self-employed rates increase correspondingly. Many self-employed electricians reference JIB rates when explaining price increases to clients.
What To Do Next
The 2026-2028 JIB wage agreement provides clarity on electrical industry earnings through the next three years, but understanding the rates is just the first step. Actually achieving these earnings requires proper qualifications, genuine competence, and strategic career planning.
If you’re currently unqualified but considering electrical training, the 2026-2028 rates confirm that electrical work remains financially viable career choice despite wage compression relative to minimum wage growth. The pathway from apprentice or adult improver through to qualified Electrician status delivers £21 to £22 hourly earnings by 2028, roughly £44,000 to £46,000 annually at standard hours before overtime. That’s solid middle-income territory requiring two to four years training depending on route chosen. The investment (time, training costs, reduced earnings during learning period) pays back within 12 to 24 months post-qualification. For detailed analysis of how these wage increases affect training investment decisions and qualification timing strategies, see our complete guide to what the three-year pay deal means for training investment and career planning.
If you’re qualified electrician earning below JIB rates, use this information strategically in pay negotiations. Document your qualifications, competence breadth, and work quality. Research what competitor employers pay. Request formal discussion with your employer about aligning your pay with industry standards. If your employer refuses despite you demonstrating competence matching JIB Electrician or Approved Electrician criteria, consider whether changing employers might better recognise your value. The tight labour market favours qualified electricians willing to seek employers valuing their skills.
If you’re training currently through NVQ routes, focus on portfolio quality and assessment preparation rather than worrying about future pay rates. The rates are now locked through 2028. Your job is completing qualifications competently, passing AM2, and achieving Gold Card status. Once qualified, your earnings depend more on competence demonstration and negotiation than published rate cards. The electricians earning £25 to £30 hourly aren’t doing so because JIB rates reached those levels, they’re earning it because they developed specialist skills, work challenging sectors, or negotiated effectively.
Call us on 0330 822 5337 to discuss electrical training pathways that align with these wage structures and your specific situation. We’ll explain exactly what qualifications you need, realistic timelines from training start to qualified status, comprehensive costs including our £10,000 NVQ package, and how our in-house recruitment team helps securing placements enabling portfolio completion and career progression. No hype about overnight qualifications or unrealistic earnings promises. Just practical guidance from people who’ve placed hundreds of learners into electrical careers and understand what the market actually pays versus what promotional materials claim.
References
- JIB Industrial Determination 2026-2028, Joint Industry Board, 27 June 2025, https://www.jib.org.uk/
- ECA and Unite Secure New Wage Deal for Electrical Contracting Industry, Electrical Contractors’ Association, July 2025, https://www.eca.co.uk/
- Thousands of Electricians Benefit from 14% Pay Rise Secured by Unite, Unite the Union, July 2025, https://www.unitetheunion.org/
- 2026, 2027 & 2028 JIB Rates Announcement, r/ukelectricians subreddit, July 2025, https://www.reddit.com/r/ukelectricians/
- Sparks Agree Near 4% Wage Increase from 2026, Construction Enquirer, July 2025, https://www.constructionenquirer.com/
- JIB Handbook 2025-2026, Joint Industry Board, https://www.jib.org.uk/
- New Apprentice Pay Rates Coming into Effect, Designing Buildings, January 2025, https://www.designingbuildings.co.uk/
- ONS Labour Market Statistics, Office for National Statistics, November 2025, https://www.ons.gov.uk/
Note on Accuracy and Updates
Last reviewed: 22 November 2025. This page is maintained and updated regularly. We correct errors and refresh sources as JIB agreements, wage structures, and industry conditions change. The rates shown reflect the official JIB Industrial Determination 2026-2028 as published by the JIB National Board in June 2025.
