Managing your team - recruitment, staff pay and contracts

Recruiting and IPSA's regulatory principles

MP must consider IPSA's regulatory principles when recruiting for staff to assist with their parliamentary work.

MPs are accountable and must aim to adhere to good employment practices including during recruitment, and should seek expert advice as required. MPs should also consider the value for money of any recruitment undertaken. This includes staying within the salary bands of job roles as published by IPSA, as well as ensuring any recruitment would still be affordable from the IPSA-provided budget.

MPs should consider:

• Experience and skills required for the role

• Experience of the individual appointed

• Skills/salary balance of the overall office

It would not be expected to give a salary in the upper half of a pay scale to a new employee who has limited relevant skills for the advertised role.

MPs’ staff new starter tools

All MPs’ staff employed after 7 May 2010 must have a relevant job description, contract and salary within the appropriate pay range as set by IPSA.

IPSA provides model contracts and job descriptions that MPs need to use for all new staff they employ.

To help with this process, we have created a tool that lets MPs generate and print employment contracts for their staff.

We have also created a tool that lets MPs generate job descriptions for new staff. This is based on three types of roles (job families):

• Administrative

• Executive

• Research

MPs can choose roles for their staff at different levels and several job titles can be used for each role depending on their needs.

There is a list in the job description generator from which you can choose the activities that apply to the role. Before starting, you should review all the roles and duties available. If the employee will be undertaking a mix of two roles, please produce a job description for each.

Use the new starter job description generator. Use the new starter contract generator.

New starter form

The new starter form should be completed by MPs when a new member of staff joins your office.

Download the new starter form.

New starter checklist

The new starter checklist is a useful tool to help ensure the correct documentation is sent to us to process a new starter. It also provides relevant information that can be shared with your new starter.

Useful links

The House of Commons Members and Members Staff Support Team has produced a best practice recruitment and selection guide to provide practical advice on efficient and effective recruitment practices.

ACAS has produced a useful guide on good recruitment practices.

Guidance updated on April 2026.

Since 2015, it has been a requirement for all new MPs' staff members to be on an IPSA model contract.

You can find a sample of our model contract here.

The July 2024 version of the model contract has been updated to ensure compliance with employment law and best practice.

This guidance document supports MPs as employers to understand their responsibilities and the staff member's contracts.

This guidance should be read alongside the relevant model employment contract and key terms document.

Any staff member contracts and key terms documents (other than agreements for volunteers or apprentices) will be emailed to you when you enter the necessary information in the MPs’ staff new starter tool.

Role and responsibilities when employing staff

The MP

The MP alone is the employer of their staff.

Day-to-day management of the office can be taken by others as delegated by the MP but the MP remains liable for all employment practices undertaken.

Neither an MP representative nor the designated proxy can have the employment relationship transferred to them.

Each MP will also be a data controller and retain a privacy notice about the handling and management of data. This includes staff members' personal data for employment purposes, which must be securely maintained.

IPSA

IPSA fulfils its regulatory role by providing model contracts and agreements for MPs to use when hiring their staff.

This role includes providing model job descriptions and salary ranges. IPSA also provides payroll services.

All IPSA-funded staff must use an IPSA contract to ensure consistency across all MPs’ staff and that employment conditions are up to date with employment law.

As the employer of staff, it is the responsibility of the MP to ensure they adhere to good practice when employing staff and managing their offices.

Members' HR

The Members' and Members' Staff HR Advice Service is based in the House of Commons and provides advice and guidance to MPs on HR and employment matters.

You can call them on 0207 219 2080 or email membershr@parliament.uk.

MPs' staff can also speak to HR practitioners directly by calling 0207 219 2617.

MPs’ staff

MPs’ staff can either be employees or workers. The status of the staff member is determined by employment law.

The correct contract/agreement must be used because the reality of the working relationship determines the status of the staff member for employment and tax purposes.

These documents outline the behaviours and expectations of those working in the Parliamentary community:

• UK Parliament Behaviour Code

• Code of Conduct for Members of Parliament

2024 model contract and important updates

The current IPSA model employment contract and key terms document has been in place since July 2024.

These documents are for those staff with a regular working pattern.

The main contract contains the standard terms for all staff.

Key terms

The key terms document is specific and unique to each employed person and will be populated accordingly.

It outlines their salary, work hours, job title and holiday entitlement.

This document informs the staff member about expectations and entitlements.

Additional agreements

Updated agreements for casual workers, apprentices and the volunteer arrangement have been in place since July 2024.

These agreements do not have a separate key terms document.

Each member of staff should have access to:

• Their contract/agreement with standard terms for all staff

• Key terms that are specific to the person (only for those with regular hours contracts)

• Job description that sets out the requirements and expectations of the job role

• Policies and procedures covering sick pay, family leave, disciplinary and grievance found on IPSA's MP and staff website

Definitions within the new model contract

The new standard model contract and key terms document form the basis of the employment contract for all regular work patterns.

Within the contract, these words have specific meanings as set out in the key terms document:

• Confidential information: meaning given in the key terms

• Constituency: meaning given in the key terms

• IPSA: Independent Parliamentary Standards Authority

• IPSA Online: IPSA's MP and staff website

• Key terms: statement of key terms of the employment attached to the agreement

• Salary: meaning given in the key terms

• Start date: meaning given in the key terms.

• TOIL: time off in lieu

• Winding-up period: meaning set out in the Funding Scheme for MPs

Rules and procedures

The Employment Rights Act 1996 determines what information should be provided to a staff member in the contract terms.

The policies and procedures referred to in the contract/agreement and key terms are found on our MP and Staff website and may be subject to change with notice should any relevant legislation change.

The main sections referred to in the key terms documents containing more detail are:

• Staff sickness

• Disciplinary & grievances

• Family leave & holidays

Employer responsibility under the Working Time Regulations

As an employer, MPs have responsibilities under the Working Time Regulations 1998 or Working Time Regulations (Northern Ireland) 2016.

The regulations are a set of rules for protecting the working time and rest breaks of staff members and are there to ensure individuals do not work more than 48 hours a week (averaged over 17 weeks).

A staff member can agree to work more hours and can sign an opt-out. This may be relevant for those staff who work for more than one MP or more than one employer.

MPs as employers are required to keep records of the working hours of their staff including any written agreements where staff have opted out of the maximum working hours per week. This is to demonstrate compliance with the regulations.

More information explaining the Working Time Regulations is available from ACAS.

For more guidance, please call the Members' and Members' Staff HR Advice Team on 020 7219 2080 or email membershr@parliament.uk.

MPs' staff can also speak to HR practitioners directly by calling 0207 219 2617.

Guidance updated on April 2026.

Job families are groupings of jobs related by common vocations/professions. Accordingly they have many similarities.

Each job in a family is similar in that they:

• Require similar knowledge, skills and abilities (competencies)

• Have a continuum of knowledge, skills and abilities that represent a career path from the lowest to the highest-level job

• Possess associated and related key behaviours

The job families are:

• Administrative

• Executive

• Research

• Employed intern

• Administrative/research

Guidance updated on April 2026.

Use the checklist if a staff member starts a new job so the new employer can complete their PAYE payroll.

Use the checklist if:

• The staff member has a student or postgraduate loan

• The staff member’s personal details are different to those shown on their P45

• The staff member does not have a P45

• The staff member has been sent to work temporarily in the UK by your overseas employer

Access and complete the checklist online or download a print version and submit it to your employer.

Guidance updated on April 2026.

If MP staff members are experiencing issues relating to their personal tax, please contact HMRC directly.

IPSA does not set tax rates and we do not determine which tax code staff members are assigned.

Guidance updated on April 2026.

Security clearance

The MP must ensure each staff member has and maintains the appropriate level of security clearance in line with the House of Commons Commission policy on security.

MPs must declare that they understand the security vetting requirements for each member of IPSA-funded staff.

To start the vetting process, contact the Security Vetting Team at the House:

• Security Vetting Team, Parliamentary Security Department, Houses of Parliament, Westminster, London SW1A 0AA

• Email: securityvetting@parliament.uk

• Phone: +44 (0)20 7219 5920

Right to work in the UK

As the MP is the employer, it is up to them to confirm the staff member's identity and confirm and record their right to work in the UK.

MPs must declare they have conducted the right-to-work checks on new staff members.

Paying staff salaries into UK bank accounts

IPSA will only pay MPs’ staff salaries into a UK bank account.

If a staff member does not have one, they should open one as quickly as possible to minimise payment delays.

IPSA will make all necessary deductions on behalf of the MP including National Insurance and tax.

National Insurance (NI) number

As well as a UK bank account, staff must have a valid UK NI number.

If at the time of appointment the staff member doesn’t have a UK NI number, they must apply for one as soon as possible.

Find out how to apply for a UK NI number.

The staff member must tell the MP they have applied for one and share the NI number as soon as it arrives. This will be passed on to IPSA.

Guidance updated on April 2026.

A variety of contract types are available for MPs to offer staff members. Each contract can be created with full or part-time options.

It is important to choose the correct type of contract or agreement for the work pattern you intend the staff member to follow.

Permanent contract

This should be used when there is an ongoing need for a role and this is 'business as usual'.

This can be created as full-time or part-time. This will be the most usual type of contract used within the office.

Fixed-term contract

This must be used when you need someone for a defined period.

This could be to cover maternity leave, a period of sickness or to undertake a specific piece of work.

They should not be used to 'trial' an employee where the intent is for a role to be permanent. The probationary period should be used to determine the suitability of the employee.

It can be used for a relatively short time, especially for regular working hours.

In the context of employment law, the period employees must have worked continuously to qualify for certain statutory rights is known as the 'qualifying period', which is currently two years.

Rights enjoyed after this period include the right not to be unfairly dismissed and the right to claim statutory redundancy pay if dismissed due to redundancy.

An employee who has had a series of fixed-term contracts lasting more than four years of continuous service is deemed to be a permanent employee.

If this situation arises, the employee should be moved to a permanent contract.

This can be created as full-time or part-time.

Term-time contract

This is a permanent contract created specifically for individuals who are only required to work when the House is sitting or wish to work when their children are at school.

This is a specific type of part-time contract.

The actual salary for these roles includes a payment equivalent to the amount of holiday accrued across the year.

The total amount is paid in 12 equal instalments.

The staff member must therefore take their annual leave during the recess/school holidays.

This can be created as full-time or part-time.

Intern contract

This type of fixed-term contract is provided to someone new to the field of work or who wishes to gain some paid work experience within the office of an MP.

The intern usually undertakes general activities within the office and gains experience in all areas. The period of employment is normally between three and 12 months but must be no longer than 12 months.

Employed internships are a way for individuals to develop the skills and experience that may aid future employment opportunities.

The weekly hours of work for this contract must not exceed 37.5.

There is a specific pay range for this type of employee. If they are ever offered a permanent or fixed-term role in the office, the intern must be transferred to an appropriate contract type and paid on the relevant pay scale.

Content updated on April 2026.

In April 2022, IPSA introduced the contract options for MP staff members that formalised the options of working from home either flexibly or permanently.

Issuing the wrong contract type can have significant consequences so you must be sure that you provide the staff member with the correct type of contract at the start of the employment process.

Either party (staff member or employer) can seek to request to change the contract but there are specific processes to follow.

MPs or their proxies should refer to the MP and MPs' staff support team for HR advice before proceeding.

The type of contract your staff is on matters for tax purposes and also to determine what travel costs or other allowances they are eligible for, and whether any reimbursements made to them have a personal tax and National Insurance liability.

HMRC guidance sets out examples and definitions to demonstrate when associated costs and allowances may be paid and whether these are taxable or non-taxable (this is also known as 'not eligible for tax relief' or 'eligible for tax relief').

IPSA aligns to HMRC guidance for the eligibility of tax relief for employees. IPSA contracts only allow for one permanent workplace:

• Office

• Hybrid (office based with an option to work from home for some of the time)

• Home-based

The office will usually be either the constituency office or the Westminster office. In the case of home-based contracts, this is the staff member’s home.

IPSA does not offer a contract with more than one permanent place of work so cannot facilitate dual locations or any other combination of options.

Occasional, part or full-time homeworking by office-based staff can all be facilitated by the flexibility of a hybrid contract.

An MP should consider how they will manage their offices and be comfortable with organising and managing staff in their permanent work locations while maintaining good practices as an employer.

MPs must refer to the Members' HR best practice guidance. Failure to follow this guidance may invalidate some or all of the employment (and related) insurances provided by the House.

Office-based contract

Staff on an office-based contract are expected to do all their work from an office location and travel to a different office or other location will be irregular or ad hoc.

If you wish to have staff available to greet or receive visitors or to be available for local engagements or surgeries, then the office-based contract is likely to be the appropriate choice.

With an office-based contract, the permanent place of work will be either your constituency office or your Westminster office (but not both).

This is likely to be the most appropriate contract for most MPs’ staff.

Does it matter where an office-based worker lives?

No. If the job is advertised with a specific permanent location, e.g. the constituency office, then it is the staff member’s responsibility to commute to the office at their own expense for their designated start time.

Can a staff member work from home for some of the time?

No. If you and your staff member want to agree that they can work from home for some of the time on a regular basis, then the hybrid contract is the most suitable option.

Hybrid contract

Staff on a hybrid contract are still permanently based from an office location but with some degree of flexibility to allow the staff member to work from home for some of the time.

This will allow you to manage your staff flexibly, ensuring they are in the office as needed while enabling them to work from home if this is mutually beneficial to you both.

The number of days or weeks the staff member works from home does not have to be stated in the contract and can be flexible as agreed by you.

Like office-based workers, for the days they travel into the office, they will commute to their permanent place of work in their own time and at their own cost.

Hybrid contracts can help provide better work-life balance and have many benefits to the recruitment and retention process but if you want the staff member in the office every day, this is not the right contract.

Does it matter where a hybrid worker lives?

No. If the job is advertised with the permanent office location, then it is the staff member’s responsibility to commute to the office for their designated start time.

For the days that a hybrid worker works from home, they will simply be carrying out their work at home as agreed by you.

Is there anything else to consider for hybrid workers?

MPs as employers need to ensure that hybrid workers can carry out their work effectively from home including having access to the necessary equipment and communication tools.

A hybrid worker will not normally be provided with additional hardware or furniture to work from home (as their permanent place of work is the office) so you need to be confident that this will not compromise health, safety, security or other considerations.

To meet your health and safety obligations for hybrid workers, contact the MP and MPs' staff support team and note the HSE checklist for managing home workers’ health and safety.

Hybrid workers cannot request funding from IPSA for any additional costs that can arise from using their home as an office nor are they entitled to the homeworking allowance, even if they spend most of their time working from home.

Home-based contract

If you wish to employ a member of staff as a home-based worker, they will carry out all their normal duties from home and are not expected to attend the office. Travel to other locations is also likely to be rare.

Home-based workers are very unlikely to be able to fulfil regular face-to-face contact such as attending local engagements or surgeries. Communications or meetings with you, colleagues or constituents will be via remote technology, and you should expect that you will rarely see this staff member in person.

A home-based contract can only be used where the staff member cannot practically work from an office location, e.g. where they live a significant distance from your nearest office, or for another justifiable reason such as a reasonable adjustment for your staff member.

You must seek advice from the MP and MP staff services team before offering a home-based contract or if you want to change the place of work in a contract for an existing member of staff. Changing a contract is a significant issue so before proceeding you must make sure it is the right arrangement now and in the future.

Does it matter where a home-based worker lives?

Yes. Home-based contracts should only be offered when you do not have an office that they can reasonably use.

If the staff member lives within a reasonable distance to one or more of your offices, you should not offer a home-based contract but use a hybrid or office-based contract instead.

Is there a homeworking allowance?

A homeworking allowance is payable to staff who are permanently based at home.

This allowance will be paid to the member of staff without any liability to tax or National Insurance.

The homeworking allowance (or any additional homeworking costs) will not be paid to any member of staff on an office or hybrid contract.

Is there anything else to consider for home-based workers?

MPs as employers need to ensure that hybrid workers can carry out their work effectively from home including having access to the necessary equipment and communication tools.

A home-based worker will need sufficient hardware and furniture to fulfil their role, and you will need to arrange this or them. Home-based workers will receive the homeworking allowance by default to cover the additional costs of working from home (such as utilities).

Definitions

Commute

The staff member will need to commute to their permanent place of work in their own time and at their own cost.

A commute is the journey between their home or other personal location (e.g. a friend or family member’s home) and their permanent place of work. Costs associated with this journey such as public transport, mileage, parking or congestion charges will not be reimbursed by IPSA.

Permanent place of work

Office/hybrid contract – this is the constituency office or the Westminster office. It cannot be both.

Home-based contract – staff on a home-based contract will carry out all their normal duties from home and will be rarely expected to attend any office location. Even though a home-based worker is not considered to have a commute, they will also not be able to request funding from IPSA for regular or routine travel.

Regular or routine travel

This means travel to Westminster or the constituency to do their normal work on a regular basis (e.g. once a month) or for a prolonged period of time.

IPSA funding rules

Full details of allowed travel costs are set out in our guidance.

Equipment will be provided to staff members in accordance with the prevailing PDS guidance. IPSA will not reimburse costs for any equipment that could have been provided by PDS.

Generally, ad hoc journeys that have both a parliamentary and specific purpose are allowed under the Scheme. If the member of staff on an office or hybrid contract must travel other than for their commute, their travel time will also form part of their contracted hours.

For home-based workers, any necessary travel will form part of their contracted hours.

Guidance updated on April 2026.

Staff working for more than one MP

When a staff member works for more than one MP, they have separate employment arrangements for each role and will have an individual contract with each MP they work for.

The staff member must make each MP aware in case there are conflicts of interest and to ensure they receive their statutory entitlements relating to work and rest periods.

To demonstrate compliance with Working Time Regulations, each employer needs to keep a record of working hours.

Staff with more than one role with the same MP

When a staff member formally has more than one role with the same MP, the MP must prepare different part-time employment contracts for each role.

All staff benefits are the same.

An employee may be occasionally asked to undertake activities that usually fall into another job role. This is acceptable if this is occasional or forms only a small part of the activities undertaken.

If this becomes a regular occurrence or a significant part of the role (more than 20%), separate contracts should be prepared and sent to IPSA.

To demonstrate compliance with Working Time Regulations, a record of working hours must be maintained.

Staff employed with a different employer

A staff member could have a part-time role within an MP’s office and another part-time role elsewhere.

This is permitted but the staff member must make each MP aware in case there are conflicts of interest and to ensure they receive their statutory entitlements relating to work and rest periods.

To demonstrate compliance with Working Time Regulations, a record of working hours must be maintained.

Guidance updated on April 2026.

MPs can engage volunteers to assist with basic office activities. Rather than carrying out any specific duties for the MP, they are there to generally help with the MP's parliamentary duties.

Volunteers are not paid a wage or salary. Volunteers may request funding for the costs of travel and/or reasonable subsistence with the agreement of the MP.

Volunteers are ineligible for reward or payment other than travel and subsistence costs, as this may be seen as a salary and they could be classed as an employee or worker.

To allow reimbursements to be provided, the MP must put an agreement in place with the volunteer that complies with the IPSA model. This agreement is not a contract of employment and should not be treated as such.

Download the model volunteer arrangement form.

Guidance updated on April 2026.

Casual staff members can be engaged on an ad-hoc basis or for a short period.

A casual contract is intended for use where the MP wants to engage a worker on a genuinely ad hoc basis and there is no guarantee of work.

The worker will generally not be obligated to accept the work offered.

Someone who works under a casual contract is usually classed as a worker.

'Workers' have certain employment rights that can be different to those who are classed as 'employees'.

A casual contract is not intended to establish an employment relationship. If the work pattern becomes regular – either on a full- or part-time basis – the casual staff member should move to a different type of contract. This is because offering regular work that is accepted could risk a challenge to the status of a worker.

See guidance on different contract types based on work pattern.

Casual staff members who move to a different type of contract must complete a new contract form and email it to payroll@theipsa.org.uk.

Generate contracts using our new starter tool.

Casual staff members can take any job titles and roles pre-approved by IPSA apart from the role of intern, which has a dedicated contract and job description.

Guidance updated on April 2026.

To forecast the amount of holiday, we will automatically pay casual staff against hours worked.

Use the casual holiday pay calculator.

You only need to complete the two boxes in white. The cells in grey will automatically populate based on your entries.

An apprentice is a member of staff who attends work alongside undertaking a specific training programme.

There are usually two contracts signed for this type of employee: one between the employer and the education establishment that outlines the training provided for the apprentice, and a contract of employment between the MP and the apprentice.

The MP must decide the appropriateness of the contract between them and the education establishment.

When you issue an apprentice agreement. you must attach a copy of the relevant apprenticeship standard.

The arrangements for apprenticeships differ across the four UK countries.

If you want to issue an apprenticeship agreement for Scotland, Wales or Northern Ireland, please contact the IPSA payroll team.

There are particular pay scales for this type of employee that should be followed.

Apprenticeships are for fixed periods and vary depending on the type of apprenticeship.

This sample apprenticeship agreement sets out the principal duties and responsibilities of the parties in accordance with the Employment Rights Act 1996.

Making an apprentice redundant

Apprentices are a specific type of fixed-term contract.

If the contract needs to be ended before the natural end date – such as after the MP stands down or loses their seat at the General Election – they must be treated like all other staff on fixed-term contracts and made redundant following the appropriate process.

Contracts for apprentices vary in length depending on their programme and this may mean that the staff member may not have enough length of service to qualify for a redundancy payment.

In addition, the MP will have an agreement with a college to provide the education element of the apprenticeship.

The MP should also raise this issue with the college so they become aware of the situation before making the staff member redundant.

Guidance updated on April 2026.

IPSA determines the salary bands for specific roles. Staff must be paid a salary within the appropriate band for the role.

This is paid out of the staffing budget. IPSA reviews pay bands periodically.

Ideally, MPs will advertise all job opportunities for their offices but it is ultimately up to each MP what kind of process they go through to hire new staff, taking good recruitment practice into account.

They can choose to advertise a salary range that covers all or some of the range for the role, or a specific salary.

Once an appointment has been made, MPs must determine the individual's salary.

The MP should consider:

• Experience and skills required for the role

• Experience of the individual appointed

• Skills/salary balance of the overall office

It would not be expected to give a new employee who has very limited relevant skills for the advertised role a salary in the upper half of a pay scale.

ACAS has produced useful guidance on good recruitment practice.

This information should be read in conjunction with our guidance on family leave and holidays, which also includes information on parental leave.

Download full details of MPs' staff job descriptions and pay bands for 2025-26.

Guidance updated on April 2026.

Proration of pay is needed when a staff member has worked fewer hours than the full-time equivalent for a specific period.

This could be due to several reasons such as a reduction in hours or starting or leaving employment part-way through the month.

To prorate salary, we need to determine the full-time working hours per week to calculate the actual hours worked by the employee.

The method of pro-rating salaries is a company decision and should be fair and consistent. We base our calculations on working days using employees' individual work schedules as set out in their contracts.

Guidance updated on April 2026.

The information below outlines the pay ranges for 2026-27 for an MP's staff within the London area.

The information below outlines the pay ranges for 2026-27 for an MP's staff outside the London area.

Use this guidance when inputting details into the hourly rate and overtime calculator.

Full-time equivalent salary

MPs can check this on the MP team report.

Payroll proxies can check this on the contractual changes form.

Members of staff can check this by multiplying their monthly salary by 12 (using their most recent payslip).

Full-time equivalent hours

MPs can check this on the MP team report. Payroll proxies can check this on the staff member's contract.

Actual hours

MPs can check this on the MP team report. Payroll proxies can check this on the staff member's contract. Members of staff can check this on the 'my employment' tab on IPSA Online.

Casual staff hourly rate

MPs can check this on the MP team report. Payroll proxies can check this on the staff member's contract. Members of staff can check this on the 'my employment' tab on IPSA Online.

Casual staff annual holiday entitlement

This can be checked using the staff member's contract. For full-time and part-time staff, type in the relevant cells:

• Full-time equivalent salary

• Full-time equivalent hours

• Actual working hours

For casual staff, type the hourly rate and annual leave entitlement in the relevant cells. The calculator returns the amount paid to the member of staff and also the costs charged to the MP’s budget.

Notes

The Employer’s National Insurance (ERNIC) cost to charge to the MP’s budget is an approximate value due to the way this additional cost is processed.

Employers pay National Insurance on monthly salaries paid to staff members when the total salary for the month (including the normal monthly pay plus the extra time) is above the monthly threshold (£417).

Example:

Monthly salary = £800

Extra time = 4 hours @ £12.5 each = £50

ERNIC = £850 - £417= £433

£433 × 15% = £64.95

In this example, only some of the overtime attracted ERNIC.

Open the hourly rate and overtime calculator.

Guidance updated on April 2026.

The staffing budget increase is 5% for the financial year 2026-27.

We have undertaken a market benchmarking review of staff pay ranges, resulting in an increase of at least 5% to the minimum and maximum of each range. Incorporated into this is the introduction of a new minimum pay policy which means that all substantive roles will be paid at least 3% higher than the National Living Wage.

MPs are the employer of their staff and therefore decisions about pay for individual staff members remains their responsibility, so long as they are paid within the pay ranges set by IPSA.

In 2021 IPSA introduced a system whereby it automatically applies an annual increase to all members’ staff salaries unless they have been opted out by their employing MP.

This is intended to reduce the administrative burden on MPs when making pay awards.

The following information may be useful.

How much is the automatic uprating amount?

3.5% of basic annual salary.

Can staff be given more?

Yes. MPs may award more or less than 3.5% if budget allows.

Please use the yearly staff calculator for 2026-27 to make sure that it is affordable.

For MPs who want to increase staff pay by more than 3.5%, please submit a contractual changes form in IPSA Online after 1 April 2026.

Find out more about making contractual changes.

How was the percentage determined?

The percentage increase to be applied is determined by the IPSA board ahead of each new financial year. In doing so, they will take into account a range of factors, including:

• changes in the cost of living

• affordability

• guidance that applies elsewhere in the public sector

• value for money for the taxpayer

When will the increase be paid?

It will be paid in the April salary – due on 30 April 2026.

Can staff be opted out?

Yes. Please email payroll@theipsa.org.uk by 25 March confirming staff name(s) by either the MP or proxy.

What does 'opt-out' mean?

This means the staff member should not receive any increase from 1 April.

MPs are encouraged to provide annual increases to their staff where appropriate, as part of ensuring they are paid fairly and have an experience similar to staff employed in public bodies or other similar roles.

MPs will, however, retain an opt-out from the automatic arrangements. This is because there are some circumstances where awarding a pay increase may not be appropriate. For example, where staff members are on probation or where there is a live disciplinary issue.

Where MPs exercise an opt-out, they should ensure they are adhering to good employment practice and treating their staff fairly.

MPs are strongly encouraged to seek advice from the House of Commons Members’ HR team on when opting out might be appropriate.

Which staff will be awarded the automatic increase?

All MP staff who are being paid via the IPSA payroll with effect from 1 April 2026 – including those not on an IPSA contract.

Individuals contracted as bought-in services who are not on the IPSA payroll will not receive an automatic pay increase.

Any increase in the fees charged needs to be agreed upon between the MP and the individual providing the services.

When is the 'opt-out' date?

The opt-out date is 25 March.

Can staff be given increases before 1 April 2026?

Yes. For MPs who want to increase staff pay before 1 April 2026 (subject to budget), please complete a contractual change form in IPSA Online.

On 1 April 2026, 3.5% will be applied automatically.

MPs may then want to consider an opt-out if the increase has been awarded early.

How will a staff member know what their 'take-home' pay is after the increase?

Payslips will be available three days before payday – the last working day of the month – which will outline the new monthly pay. 

How does a staff member view their payslip?

Read guidance on how to find your payslip in IPSA Online.

Can staff donate a proportion of their salary to charity via the payroll?

Yes. Give-as-you-earn charitable donations can be set up via the payroll.

For more information on how to do this, see our guidance on employment benefits.

What happens if the 3.5% automatic increase still brings the staff member below the minimum of the pay scale?

If, after the automatic 3.5% increase has been applied, the full-time equivalent salary is still beneath the minimum of the new scale, the salary will be increased again to meet the minimum of the new scale.

What happens if the increase takes the staff member over the maximum of the pay scale?

Salaries are capped to the maximum of the relevant pay scale. The maximum of each pay scale is being increased to ensure all staff can receive the automatic increase.

Will the increase still be applied if the staff member only recently joined?

Yes. MPs should consider whether a pay increase is appropriate in all cases.

If a staff member is opted-out, can an MP give an increase at a later date?

Yes. The MP must opt out first, then submit a contractual change form specifying any effective date from 1 April 2026 onwards.

Forms for 2026-27 pay increases should not be submitted before 1 April 2026.

Will a letter be provided to staff individually confirming their new salary?

No. However you can now view your annual salary via self service.

Check your annual salary.

Can MPs opt out of pay ranges adjustments?

No. IPSA pay ranges are mandatory. Any staff member who falls below the new band minimum will automatically move to that minimum, regardless of whether the MP opts out of the 3.5% increase.

What are the pay scales for 2026-27?

The current pay scales for London- and non-London-based staff for 2026-27 can be found here:

• MPs' staff pay ranges 2026-27 – London area

• MPs' staff pay ranges 2026-27 – non-London area

See the 2026-27 salary bands alongside job descriptions.

Guidance updated on April 2026.

MPs may make reward and recognition payments to their staff (with the exception of staff members who are connected parties) in recognition of outstanding performance.

No individual member of staff may receive more than £1,500 per year (not including on-costs).

If MPs exceed this amount, they will have to fund the excess from their own resources.

Requests for these additional sums will not be processed by IPSA.

Guidance updated on April 2026.

MP-to-MP staffing loans allow MPs to loan staff on a temporary basis to another MP. The employee can work in another MP’s office for up to three months while remaining employed by their original MP (the employer). This arrangement is designed to support short-term office needs, promote staff development and enable MPs to collaborate effectively.

IPSA principles

To meet our regulatory principles of parliamentary purpose – value for money, integrity and accountability – the purpose of the loan must be wholly parliamentary in nature. Both the employer MP and the host MP must do their financial and HR due diligence in advance before entering into the agreement. The employee should be able to enter into the agreement freely and without prejudice.

Restrictions

The maximum length of the loan cannot exceed three months each financial year. This arrangement is not intended for MPs to loan out staff who are within a probation period or who are subject to a disciplinary process.

Actions to take before entering into an agreement

Before entering into a staffing loan, both MPs should speak to the Members’ HR Advice Service and their IPSA payroll officer to ensure the arrangement is suitable in terms of good employment practices and sound budget management.

Members HR Advice Service: membershr@parliament.uk or 0207 219 2080

MPs' staff practitioners: membersstaffpractitioners@parliament.uk or 0207 219 2617

IPSA payroll: payroll@theipsa.org.uk or 0207 811 6400

Staffing loan example

The MP-to-MP staffing loan is intended for short-term, temporary placements such as:

• Providing support during periods of high workload

• Covering short-term staffing gaps

• Enabling staff to gain experience in another MP’s office (learning and development placements)

• Supporting joint project work between MPs

It is not designed to be used as a long-term resourcing solution or for substantial or ongoing contractual changes. Nor is it designed for staff who are within their probation period or who are under a disciplinary procedure.

Loan agreements must not be used to avoid recruitment, restructure roles or create de-facto permanent positions in another office.

Loan arrangements

The staff member continues to be employed and paid by their original MP.

Standards and conduct

The staff member must follow the host MP’s office policies and working practices while on loan.

Both offices must maintain confidentiality and handle information appropriately.

Any conflicts of interest must be managed and may end the placement early.

Ending a loan

A loan arrangement may be ended early by any party with notice or automatically in certain circumstances – for example, if a General Election is called.

Finance and budget arrangements

The employer MP retains responsibility for PAYE, NI, pension, benefits and pay during leave and sickness.

IPSA administers monthly cross-charging (excluding VAT) from the host MP budget to the employer MP budget in line with the full cost of the employee’s remuneration as outlined in the signed agreement between the employer MP, the host MP and the employee.

Overtime may be paid to the employee but payments must be authorised in writing by the employer MP and host MP in advance.

VAT

Depending on the tax circumstances of the employer MP, this arrangement may be in scope for VAT as a supply of goods or services. We await a view from HMRC about whether MP-to-MP staffing loans fall in scope for VAT.

IPSA are not able to advise on whether VAT will be applicable nor the amount that would be incurred as that will depend entirely on the circumstances of the employer MP. This would relate to taxable turnover outside of IPSA-funded parliamentary work. It is therefore the responsibility of the employer MP to determine whether VAT may be incurred.

VAT could arise if the employer MP was registered for VAT either voluntarily or if they have exceeded the VAT threshold because of their taxable turnover. Should the VAT threshold be breached during the course of the staffing loan by the employer MP, VAT may become payable by the employer MP.

Employer MPs who are VAT registered or have taxable turnover that may push them up to or over the VAT threshold (currently £90,000) should investigate this prior to entering into an agreement. They should also notify the host MP in advance.

If VAT becomes payable as a result of the staffing loan, the employer MP is liable to pay this directly to HMRC in the normal way. Employer MPs should take their own advice as to whether they need to invoice for VAT and if so, issue this to the host MP for the portion of VAT relating to the staffing loan.

If VAT is applicable and the host MP receives an invoice for the payment of VAT, the host MP will pay this to the employer MP and the host MP will make a request for funding.

Tax impacts for staff

Where an employee attends a new workplace for the purpose of performing a task of limited duration, i.e. for a temporary purpose, that is a temporary location. If a staff member is loaned from one MP to another for up to three months, that is a temporary workplace.

However, if the arrangement becomes a longer period of continuous work (40% of the employee's working time) that lasts or is likely to last longer than 24 months, this may be considered by HMRC to be a permanent workplace. When a workplace is considered a permanent workplace, the employee pays for their own commute to all their permanent workplaces.

To avoid staff members being disadvantaged financially by being loaned from one MP to another when the arrangement continues for too long, we have capped the length of the loan period to three calendar months per member of staff each financial year.

Useful links

Create a loan agreement.

Learn about taxable travel for MPs' staff.

Learn about conflicts of interest.

Guidance updated on April 2026.

The House of Commons Members’ HR Service offers best practice guidance on restructuring your office.

The guide provides information for when MPs are considering reorganising their staffing resources to respond to changing priorities and improve efficiency in their administration. This could involve changing employees’ roles and responsibilities, and making the most of their skillset to ensure offices are resilient and working effectively.

It also covers MPs' responsibilities as employers and practical advice on how to manage the restructuring process effectively and fairly to ensure staff are properly consulted and supported.

The guide should be followed in conjunction with ACAS’s guidance and the IPSA standards and rules.

Read and download the MPs' best practice guide on office restructure.

Guidance updated on April 2026.

There may be occasions when you need to change the type of contract a staff member is employed on.

There are several options you can consider.

Transferring staff from fixed-term to permanent contracts

A member of staff may initially start work on a fixed-term contract.

If the staff member agrees to accept a permanent role, it is not necessary to issue a new contract.

You must complete the 'fixed-term extension/make permanent' form on IPSA Online and attach the 'fixed-term to permanent' letter to the form – see guidance.

Transferring staff from casual employment to a fixed-term or permanent contract

The relationship between an MP and a casual worker has a different status from that between the MP and other staff members.

If a casual worker is offered a role within an MP's office, they must be provided with a new employment contract (fixed-term or permanent).

If their job title changes, you must provide IPSA with a new job description.

Transferring staff from a fixed-term or permanent contract to casual employment

This is less likely but depends on personal circumstances that may suit both the individual and the MP.

Once agreed, a new casual contract must be completed as terms and conditions will vary.

The MP may also wish to discuss this with Members' HR to ensure the best approach is taken.

Changing the job title of promoted staff

When the job title of a member of staff changes – either because they have applied to a vacancy within the office or because they have been promoted to the next level of their pay bands – the office must complete a contractual variation letter and generate an updated job description.

Both forms must be signed by both parties and attached to the online contractual changes form.

Extending a fixed-term contract

A fixed-term contract may need to be extended.

If the staff member agrees to the extension it is not necessary to issue a new contract.

A fixed-term contract extension form should be completed outlining the changes.

Moving staff members to a home-based contract

Staff members can be moved to a home-based contract if needed but it is important to bear in mind that home-based contracts are likely to be appropriate only for a minority of staff members who carry out all of their normal duties from home and are rarely expected to attend the office. Very often, this is more likely to be the case where there is a significant distance to the nearest office.

It is important that the most appropriate contract is selected to ensure compliance with tax rules and to avoid any unexpected tax liabilities. E.g. a home-based worker may be eligible to claim travel payments but where these are regular they are likely to be a taxable benefit.

Occasional, part-time or full-time homeworking can all be facilitated by the flexibility of hybrid contracts.

MPs who are considering home-based employment must seek advice from the House of Commons Members HR team to ensure they are following best practice.

Members’ HR offer detailed guidance on homeworking and other flexible working arrangements.

For staff members to be moved onto a home-based contract, the MP should complete a contract variation letter to amend the existing employment contract. Please send a copy of the variation letter to the IPSA payroll team.

For new starters, the MP must select the 'home-based' option when using the MPs’ staff new starter tool. The new contract can be submitted to IPSA with new starter paperwork as normal.

Any new home-based contracts/variation letters received by the normal payroll cut-off date (15th of each month) will be taken into account when setting up payment of the allowance with that month’s payroll.

If contracts/variation letters are received after the payroll cut-off date, the allowance will begin from the following month and, if relevant, backdated to the effective date of the change.

Guidance updated on April 2026.

To extend an employee’s fixed term or to make someone permanent, a full payroll proxy or MP must submit a 'fixed-term extension or make permanent' form. This form is available on IPSA Online.

1. Find the form on IPSA Online: 

2. From the drop-down, select the name of the employee who the change relates to.

3. Select the action you want to take in the 'type of change' field – either 'extension to fixed term contract' or 'make permanent':

To extend a fixed term, you must enter a new end date in the field before submitting.

When making someone permanent, make this selection in the 'type of change' field and ensure you attach a signed fixed-term going permanent letter to your form – this must be signed by the MP and issued to the staff member.

To attach the letter to the form, save the form as a draft then click the paperclip icon on the top right of the screen. This form will flow directly to IPSA payroll for action.

If the full payroll proxy is submitting the form, the MP will receive an email notification of the submission but they will have no action to take.

Download the fixed-term going permanent letter.

Guidance updated on April 2026.

Staff resignation

If a staff member wishes to stop working for an MP, they must provide a letter of resignation giving the MP the number of weeks’ notice as stated in their contract.

For contracts from 10 April 2017, if the staff member is still within their probationary period and wishes to leave, they need only give one week’s notice to the MP. In all other cases, the staff member should provide their MP with the notice period that is within their contract of employment.

When this is done, the staff member should finalise their leaving date with the MP and discuss what will happen during the notice period. It may be practical for the staff member to take any accrued but untaken leave during this time or any possible accrued time off in lieu.

Leave is only accrued up to and including the last date of employment.

The staff member may ask to leave earlier than the end of their formal notice period and the MP may agree to this. If this happens, it is a mutually agreed leave date and this date will be used for all calculations (e.g. salary and annual leave). If this occurs, the staff member will not be paid for any remaining time in the notice period.

As soon as the last day of employment is agreed upon, the person leaving should complete their own online leaver forms.

See guidance on using the staff leaver form in IPSA Online.

See guidance on contractual notice periods.

Unused annual leave

Staff members should complete the annual leave section on the leaver form.

If the staff leaving has unused annual leave carried over from a previous calendar year, they should include the number in the form description field.

See guidance on calculating your pro-rated leave entitlement.

In IPSA Online, the staff absence balance screen shows the total entitlement until the end of the calendar year for a permanent staff member or until the end of a fixed-term contract for a temporary member of staff.

Payment in lieu of notice (PILON)

It is usual for staff members to work throughout their notice period but the MP can stop this requirement and pay the staff member for some or all of their notice period in lieu of working. This is discussed between the MP and the staff member and will be outlined in the leaver’s form clearly stating the number of days or weeks that should be paid in lieu.

See guidance on calculating and managing your annual leave entitlement.

PILON will come out of the MP’s general staffing budget or from the contingency budget if the MP is leaving office.

PILON is a non-pensionable payment. This means that neither the member of staff nor the MP as the employer make any pension contributions against this payment.

See guidance on finding your notice period.

MP ending contract of employment

It may be necessary for the MP to end a member of staff’s employment for a reason other than their resignation. A situation like this may include dismissal for conduct or capability reasons or redundancy when the MP restructures their office and some job roles are no longer required. More usually it is because of a General Election when the MP has decided not to stand for re-election or loses their seat.

In any of these circumstances, an MP is required formally to give their staff notice that their employment is ending for one of the above reasons or others. In each case, an appropriate process must have been followed before the notice was given. For redundancy, this must include consultation with the staff member(s).

Guidance for all circumstances will be given by Members’ HR, who you can call on 020 7219 2080 or email membershr@parliament.uk.

Once the last day of employment has been agreed, MPs or their office managers should complete a leaver form and attach a copy of the notice letter signed by both parties.

See guidance on using the staff leaver form in IPSA Online.

Redundancy

Redundancy payments, pay in-lieu-of-notice and pay for untaken leave when staff members leave employment must be funded from the staffing budget except where these are the result of an MP leaving office.

IPSA may consider funding exceptional cases from central funding.

If you need HR advice on matters such as recruitment, redundancy and employment law, contact the House of Commons HR Advice Service.

Unused annual leave

The notice letter should refer to the amount of unused annual leave on the final day of employment. It should clearly outline any annual leave carried over from a previous calendar year and the annual leave accrued during the current calendar year.

See guidance on calculating your pro-rated leave entitlement.

In IPSA Online, the staff absence balance screen shows the total entitlement until the end of the calendar year for a permanent staff member or until the end of a fixed-term contract for a temporary member of staff.

Transferring your accounts

If you are an MP's proxy and/or an office manager and you are leaving your role, please ensure you have transferred your responsibilities for utility and other bills to your replacement including updating the email address held with your provider.

Ending a fixed-term contract

A fixed-term contract usually ends on the last date of the contract unless terminated earlier by the employer or staff member giving notice in line with their contract of employment.

If the MP does not wish to extend the contract, to remove any ambiguity, they should confirm with the staff member ahead of time that their contract will finish on the last date.

If the staff member on a fixed-term contract has to have their contract ended early because of redundancy after a general election, they must be treated in the same way as other staff members.

This will mean consulting with the employee and giving notice in line with their contract of employment.

If a staff member is not told that the contract is ending and they arrive for work the day after the contract end date and this is accepted by the MP, the staff member will be considered to have ongoing employment and continuous service.

If the staff member has more than two years’ continuous service at the end of the contract or when their contract is terminated, they will qualify for a redundancy payment.

When the staff member is made aware their contract is ending on their contract's end date (or extended end date), the person leaving should complete their own online leaver form.

See guidance on using the staff leaver form in IPSA Online.

Apprentices

Apprentices have a specific contract of employment based on their activities. Apprentices are a specific type of fixed-term contract. Therefore if the contract needs to be ended before the natural end date, such as after the MP stands down or loses their seat at the General Election, they must be treated like all other staff on fixed-term contracts and made redundant following the appropriate process.

Contracts for apprentices vary in length depending on their programme and this may mean that the staff member may not have enough length of service to qualify for a redundancy payment.

In addition, the MP will have an agreement with a college to provide the education element of the apprenticeship. The MP should also raise this issue with the college so they are aware of the situation before making the staff member redundant.

Notice periods

In all cases, staff must be given the correct amount of notice.

For contracts generated before 4 July 2024, staff should check the notice period stated in their contract of employment/agreement. The notice period should be clearly indicated in the key terms document for contracts/agreements generated on or after 5 July 2024.

There can be a difference between contractual notice (the notice period in the contract) and statutory notice (the legal requirement to provide appropriate notice based on length of service – this increases by one week per year up to a maximum of 12 weeks for staff with more than four years’ service).

Staff must receive notice that is the longer period of the two.

For information on what happens during a General Election, see our guidance on MPs leaving Parliament and information for staff.

Probation

All contracts or agreements generated since 5 July 2024 should clearly state whether a probation period applies or not, the length of that period, the length of any extension and the notice period during a period of probation.

For contracts from 10 April 2017, if the staff member is still within their probationary period and wishes to leave, they need only give one week’s notice to the MP.

Notice period calculation

The notice period is whichever is higher between the contractual or statutory notice period.

As the employer, the MP provides the staff member with a dismissal notice letter that is signed by both. The date this letter is issued determines that the staff member has been made aware on this date that notice has been served.

The first calendar day after this letter is dated is the starting point for calculating the notice period.

The period up until the last working day of employment is then calculated based on the number of working days for the staff member.

It is strongly recommended that the MP provides as much notice as possible to allow the staff member to work their notice period and to reduce the cost to the taxpayer. However, it may not always be possible and in some instances PILON may need to be paid.

Example:

Dismissal notice letter dated 25 September 2018

Contractual notice period = eight weeks

Staff member’s last working day 31 October 2018 – (staff member is full time and works five working days per week).

Notice period begins 26 September 2018

Five weeks and one day worked from 26 September – 31 October 2018 = 5.20 weeks

8.0 weeks-notice due – 5.20 notice worked = 2.8 weeks’ PILON due to be paid

2.8 weeks count from 1 November 2018 – 27 November 2018

Monthly salary calculated based on working days for this period is then paid to the staff member in their final pay

Last day of employment

The end of a staff member's employment is the last day they worked.

If they cannot work their entire notice period, they will be paid PILON as outlined above.

Guidance updated on April 2026.

The Bullying and Harassment of MPs’ Parliamentary Staff Independent Inquiry Report (the White report) recommended that every departing staff member should be asked to complete a leaver’s survey, followed by an interview where appropriate.

A template exit survey is available for MPs to use when staff leave their employment. Any information gathered will be for the MP, as an employer, to use. IPSA will not collect, store or process any information from the exit survey.

If you decide to ask a staff member to complete an exit survey, this should be done soon after they resign so they have time to complete the survey and so that you have the opportunity to discuss their answers.

Download the sample exit survey.

Guidance updated on April 2026.