Equity has submitted ambitious claims on pay and conditions ahead of negotiations on three major theatre agreements which are due for renewal in 2026.
The agreements cover the majority of theatrical production across the UK, comprising West End, Commercial, and Subsidised theatre. The agreements form the basis for the pay and working conditions of thousands of performers and stage management across the UK each year.
Pay is a central issue for all three agreements as the cost of living continues to increase and the pay of theatre workers declines in real terms. Work-life balance is a constant theme, with theatre workers wanting improvements to their often gruelling work schedules, including a cross-agreement claim for a five-day rehearsal week and improved holiday provision. The cost and quality of accommodation for performers and stage managers working away from home is another key issue for improvement.
In the West End claim, Equity is seeking:
· A guaranteed minimum weekly salary of £1,000 per week for the lowest paid in the West End by the end of year 3.
· Rises of over 40% to relocation, over 50% to Swing and Dance Captain fees, and over 80% to cover fees.
· Better work-life balance, delivered through a five-day rehearsal week, and a rise to 32 days holiday minimum for all.
· More progressive family-friendly provisions to allow anyone in the West End to build their families in the way they choose.
In the Subsidised claim, Equity is seeking:
· Significant uplifts to minimum rates of pay and responsibility payments, and the restoration of Stage Management pay differentials. From Year 1.
· A single living away allowance to replace the current subsistence and touring allowance.
· Increased holiday entitlement and reduced weekly working hours, with a five-day working week in the rehearsal period and more notice of calls so you can plan your lives outside of work more easily.
In the Commercial claim, Equity is seeking:
· Significant uplifts to minimum rates of pay and responsibility payments and the abolition of the lower, rehearsal period weekly minimum in Year 1.
· A lowering of the seating capacity required to meet the highest Tier, and therefore the highest minimum rates of pay.
· A single living away allowance to replace the current subsistence and touring allowance, with producers on the largest commercial tours to take responsibility for sourcing and proving accommodation.
· Increased holiday entitlement and reduced weekly working hours, with a five-day working week in the rehearsal period and more notice of calls so you can plan your lives outside of work more easily.
Paul W Fleming, Equity general secretary, said: “Equity members’ voices are at the heart of these claims for improvements in pay, working hours, and the costs and impact of working away from home.
“These bold claims are only as ambitious as our members. Theatre workers deserve pay that keeps up with the cost of living, a work-life balance, and access to safe and decent accommodation. Like all Equity Agreements, these terms and conditions establish floors through which no worker can fall – not ceilings through which no worker can rise.
“We look forward to engaging in positive and constructive negotiations. Ultimately, any offers will be put to Equity members in the relevant areas to vote on for acceptance or rejection so we encourage anyone not currently in the union to join now and ensure their voice is heard.”
Negotiations will take place between Equity and employer groups SOLT (Society of London Theatre) and UK Theatre in the coming weeks and months. The agreements underpin the contracts issued to performers and stage management on the West End, and in Commercial and Subsidised Theatre. They were last negotiated in 2023 and expire in April 2026.
The claims were put together following pay surveys of Equity members who have worked on one or more of the agreements since they were last renegotiated. Members will be balloted on the final offers, so Equity is urging any performer or member of stage management in scope to join the union to have their say.
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