Equity members have voted to accept a new three-year agreement with the Society of London Theatre (SOLT), covering pay and conditions for performers and stage management working in the West End.
The agreement, which runs from April 2026 to April 2029, was approved by 98% of members voting, on a turnout of 75%.
Under the agreement, minimum rates will rise by at least 13.5% over three years. It also improves holiday entitlement and family leave, supports better work-life balance, strengthens equality and inclusion provisions, and recognises additional responsibilities.
We’re encouraged by SOLT’s stated aspiration to use this agreement as a starting point for more regular high-level exchanges on terms and conditions.
Paul W Fleming, Equity General Secretary
Alongside improved notice and scheduling guarantees for performers and stage management, the agreement provides producers and managers with more modern scheduling arrangements, simplifies tour planning, and gives both sides greater certainty over its three-year term.
SOLT and Equity thank the members of their respective negotiating committees, and all those who contributed to reaching the agreement.
Paul W Fleming, General Secretary of Equity, said: “For over a decade, Equity has sought to increase annual leave, reduce rehearsal weeks, and improve work-life balance on the West End.
“Not only does this agreement achieve these objectives for the first time, but it also lifts minimum pay to a record high in real terms.
“We’re encouraged by SOLT’s stated aspiration to use this agreement as a starting point for more regular high-level exchanges on terms and conditions. There is no reason this cannot be the start of modern terms and conditions, and the beginning of the end of low pay on the West End.”
Hannah Essex, Co-Chief Executive of the Society of London Theatre, said:
"This agreement delivers meaningful improvements to pay and working conditions, strengthens work-life balance, and gives the West End a clear and stable framework through to 2029. It represents a significant commitment from producers at a time when costs are rising faster than inflation and higher employers' National Insurance contributions are compounding the strain on theatres.
"Even as average ticket prices remain below pre-pandemic levels in real terms, theatres have once again been excluded from targeted business rates relief.
“Government must now recognise the cumulative pressure on the sector and ensure policy supports continued investment in the workforce, in productions, and in audiences."
More information on the agreement and ballot
Voting on the offer: Equity members either currently working on the West End or who had worked on the West End since April 2023 (the last time the agreement was negotiated) were eligible to vote on the offer. Almost 3,000 performers and stage managers received a voting link, with a 75% turnout.
The ballot opened on Monday 13 July and closed on Wednesday 29 July and was held as an online vote.
The new offer followed an indicative ballot held by Equity in May of this year, in which 98% of voting West End members said they would be prepared to take strike action if producers did not offer improvements to the deal being negotiated.
This resulted in significant movement in negotiations, and Equity was able to agree improvements inclusive of the below with SOLT, covering both pay and work-life balance issues.
The new agreement runs from 6 April 2026, until 1 April 2029, with pay rises to minimum rates backdated to 6 April.
Key improvements include:
- A pay rise on the minimum rates for performers and stage management of at least 13.5% over the three years, linked to CPI in year 3. From April 2026: +6%; from April 2027: +5%, from April 2028: +CPI +0.5%.
- 30 days holiday from April 2028, an increase of two days from the previous agreement.
- A 5-day week for 25% of the initial rehearsal period notified at least a week before, from year 3. Currently, it is common for performers and stage management to work up to 6 days a week during the rehearsal period. This is the first time the move to a 5-day week has been codified in the SOLT-Equity agreement – a vital step towards improving the work-life balance of members working in the West End. Overtime payments will be incurred if a 5-day week is not provided.
- Two weeks extra paid maternity and adoption leave, and a doubling of paid paternity leave.
- An additional two weeks of incapacity salary if members are injured at work.
- New guaranteed minimum payments for fight captains and social media reps - members who have additional responsibilities for maintaining fight choreography and workforce involvement in social media content (above and beyond ‘normal’ duties such as press calls).
- Differences in pay between stage management grades (Assistant Stage Manager, Deputy Stage Manager and Stage Manager) to be fixed as percentages. Previously, it had been fixed as a flat rate £ payments, which were eroded over time with inflation.
- Minimum 8 weeks’ notice for regular schedule changes (e.g. if a matinee is being moved from one day to another).
- A brand-new clause ensuring any provision of wigs, hair and make-up expertise is appropriate with regard to cast members’ ethnicities and cultures
- More accessible casting and auditions, with new clauses codifying the manager’s duty to ensure all casting processes facilitate access for a diverse range of candidates and to encourage applicants with a similar lived experience of a role, where relevant.
