An informal, one-year, "no-strings" offer — a rise on the basic hourly rate, with no hours cut, no break cut, and your night premium unchanged. Here are the numbers for every contract. Decide for yourself.
All on your current full hours — nothing is taken away. Hover or tap any figure to see how it's worked out and where it's from.
Each slider starts at this offer. Drag it to any figure and see what it would add to your pay — weekly, every four weeks, and a year, on your full current hours. A what-if tool: you decide where you'd want to be.
Your offer is +3.6% (Legacy), +4.4% (2nd Gen) or +3% (Clerical). Here's what the essentials around you have done over the latest year on record — in pounds, with sources. We don't tell you what to make of it; the numbers are yours to weigh.
How does a +3% to +4.4% rise sit among this year's pay deals? Here's what the big employers settled for 2026, with the official benchmarks. Switch between the headline % rise and the starting hourly rate.
A closer-to-home comparison: the basic hourly rate at the other Sainsbury's 054 depots. These are last year's rates (Rye Park has already settled its 2026 figure). Even so, several depots already pay more than this year's offer here.
| Depot | Legacy (Gen 1) | 2nd Gen (Gen 2) | Cost of living | Region |
|---|---|---|---|---|
| Haydock (us) | £14.73 | £14.23 | 100 | North West |
| Hams Hall† | £15.28 | £13.18 | 134 | West Midlands |
| Basingstoke | £16.34 | £13.35 | 187 | South East |
| Rye Park‡ | £17.76 | £15.14 | 221 | East of England |
| Waltham Point | £17.36 | £14.81 | 261 | East of England |
Pay sits on top of performance. Here's how the big grocers are doing — market share, growth and profit. Those sales move through depots like this one.
This is the Branch K041 Committee's note to members, dated 02/06/2026, reproduced in full and unedited. It also shows where the offer came from — the committee asked for more, and talks are set to continue.
02/06/2026 · Formal Wage Negotiations Meeting 1Dear Members,
The committee held its first formal wage meeting with Champs Ghosh today (02/06/2026). You are aware, an informal proposal was brought to us by our depot manager for your consideration to see if there was any appetite from the membership to explore further. The first point on our wage meeting today was asking for feedback from our members.
We informed the depot manager that our members have spoken to the reps over the week. The responses were: some would like the discussions on being able to finish 30mins earlier each shift to continue but believe the pay increase should be significantly higher, some members (predominantly pickers) do not want to reduce their rest breaks and that 1 x 30min break would cause them fatigue, some do not like any part of the proposal and just want a no strings deal.
We asked Champs to improve the monetary value of his proposal before we could consider taking it to our members at a branch meeting, we asked for the monetary value to be £16.30 per hour on the basic hourly rate (for legacy contract / maintaining the pay gap to 2nd Gen) and for this to be a 1-year deal offer.
Champs said he cannot reach £16.30 p/h
We informed Champs that without a significant pay increase on a 1-year deal, the majority of our members would not vote to accept this through a ballot and we asked Champs to put a 1-year no strings deal on the table.
Champs has made an offer, this will go to a committee meeting to decide if it is suitable to be put to the members via a ballot.
The offer:
- 3.6% increase on legacy basic hourly rate - £14.73 p/h increased to £15.26 p/h (= £0.53p p/h increase)
- 4.4% increase on 2nd Gen basic hourly rate - £14.23 p/h increased to £14.86 p/h (= £0.63p p/h increase) (reducing operative contracts pay gap to £0.40p p/h)
- 3% pay increase on clerical basic hourly rate - £13.90 p/h increased to £14.32 p/h. Champs has maintained his one off offer, giving clerical colleagues who transferred from operative contracts in 2022 a choice to return to a legacy operative contract / Clerical colleagues who took up a clerical contract post 2022 a choice to move to a 2nd Gen operative contract
Pay talks will continue and we will endeavour to keep you updated as they progress
Thank you for your continued support
Kind regards
Branch K041 Committee
This is your voice. Read the real numbers, decide for yourself — and if you're not happy, say so, with your name standing next to everyone else's.
Everyone's talking in the aisles. But talk in the aisles changes nothing. One voice gets ignored. Two, three, four get ignored. Hundreds of us — signed and counted — cannot be.
This page exists to turn that quiet anger into something the Committee and the company can see and can't wave away. We did not agree to this. It is not what members voted for at the February branch meeting. They should never have brought it back to us in this shape.
If we stay quiet, they'll keep telling everyone it's a good offer. It isn't — and you don't have to take our word for it. Do the maths yourself below, then add your name.
Your signature only counts once you click the link we email you. Lost it, or it went to spam? Enter your email and we'll send a fresh link — no need to fill the form again.
Pick your contract and shift. See in pounds what this deal costs you over two years versus a clean percentage rise on current hours.
The headline pay cut isn't the whole story. The "shorter shift" takes more than it looks — here's what, with the maths. We're still working through the offer, so expect more here.
The £1,000 one-off is taxable pay, not a gift. Two ways it can land:
Either way it is roughly £720, not £1,000 — and the same for every operative shift (Earlies, Days, Middles, Nights), because the tax on £1,000 doesn't change with your shift. It is pro-rata for part-timers, a Year 1 one-off (not every year), and Clerical get none of it. Going by last time, expect the first option.
These come on top of, or are hidden inside, the pay cut — not instead of it. Figures use operative rates as an example; use the calculator above for your own pay. We're still working through the offer — more updates will appear here.
Across the sector, employers handed out straight, above-inflation rises with no strings. Even Sainsbury's own shop and warehouse-supply staff got a clean 5%. A real rise isn't a fantasy — it's what the rest of the industry just did.
| Employer | 2026 pay | What they did |
|---|---|---|
| Aldi RDC | £18.66/hr | RDC in Neston, just down the road — the site Sainsbury's likes to measure us against. Night selectors are on this rate now (base + 25% night premium + a freezer top-up), on full hours. |
| Lidl RDC | £19.45/hr | Up to this in the warehouse, with +£3.50/hr on nights and +£1.50/hr in the freezer. Lidl raised pay twice in 2026. |
| Amazon | £16.58–17.75 | Fulfilment-centre night shifts, including the night allowance — on full hours. |
| Tesco | +5.1% | Stores and distribution: a clean +5.1% this year, negotiated with Usdaw (£200m). |
| Sainsbury's | +5% | Sainsbury's own shop floor: a clean +5% in 2025 and again in 2026 — above inflation, no hours taken. Even the shops did better than this depot. |
| K041 — this offer | ≈ £17–18/hr | Our best night rate — Legacy basic plus the night premium together, and only from 2027. Even then it is below the £18.66 Aldi pays in Neston now, on full hours. And we are the only ones asked to lose 130 paid hours a year, for a real rise of about 1–2%. |
We compare the percentage rise, not the hourly rate — warehouse pay starts higher than the shop floor, so the fair question is how big a rise each group got. Ours is the smallest, and the only one that takes hours away. Sources at the foot of the page.
The costings table on the notice board has now been wrong at least three times — every time in the company's favour, never ours. One was quietly corrected after we flagged it; the other two are still on the board today.
At least three arithmetic errors now — every one in the company's favour, not one in ours. Two were in front of us when we wrote to the union; the third was flagged afterwards. The more people check, the more keep turning up.
The Pay Claim submitted in the Committee's name listed eleven specific demands. Here is how the company answered each one.
| # | Demand | Status |
|---|
cc: Joanne Thomas, General Secretary, Usdaw
This is the letter your signature adds your name to. In plain words: it tells the Committee the offer isn't what we voted for, lays out the numbers, and asks them to go back and win us a fair deal. Read it — then add your name.
Where the support came from — across every contract, shift and background.
Thank you — every single one of you. Legacy, 2nd Gen, Clerical and agency; days, middles and nights; union members and not. The thing that stands out in these numbers is how little divided us. You stood together, and that is exactly what makes this impossible to ignore.
| Contract | Member | Non-mem. | Agency | Total |
|---|---|---|---|---|
| Legacy | 65 | 4 | 2 | 71 |
| 2nd Gen | 52 | 2 | 8 | 62 |
| Clerical | 11 | 1 | 0 | 12 |
| Other | 1 | 1 | 4 | 6 |
| Total | 129 | 8 | 14 | 151 |
Declared contract. Agency workers are counted as Agency in the totals above, whatever line they work on.
151 signatures in total, after removing a few duplicate and unidentifiable entries. Final tally at the close of collection.
Signatures are now with the Committee. From here, every step is public — posted on this page so nothing is decided behind your back.
The letter is for signers only — so it isn't passed around outside the group. Enter the email you signed with and we'll send you a one-time code to unlock it.
We've just sent a confirmation link to your email. Open your inbox and click the link to register your signature.
Can't find the email? Check your spam or junk folder. The link works for 24 hours.
Thank you. Seeing so many of us add our names — and keep adding them — is something special. This is what we look like when we stand together.
Legacy or 2nd Gen, days or nights, staff or agency, union member or not — none of that divides us here. On this, we are one workforce, asking for one fair thing: the best deal we can win, together.