Sheffield Theatres is increasing the basic rate of pay for front of house show staff to £8.25 an hour.
The new rate, which represents a 23% rise in pay year on year, will come into effect from November 2016.
The pay increase forms part of a new pay policy, which has been accepted by staff who are members of Bectu, the trade union for the media and entertainment industries. The agreement covers staff at both the Lyceum and Crucible Theatres.
The pay agreement includes raising wages for casual crew, with pay set to increase by 21.3% year on year. Other staff, such as wardrobe assistants and stage, lighting and sound technicians, will receive a 15.7% year on year pay rise.
The improvements in basic pay have been designed to reflect the voluntary living wage. An interim 2% pay award was made to Sheffield Theatres staff in April 2016 while the final pay structure was being confirmed.
The Living Wage Foundation announced an increase in the UK voluntary living wage rate from £8.25 to £8.45 an hour on 31 October 2016. Accredited living wage employers are required to implement the new rate by May 2017.
The higher rate of basic pay at Sheffield Theatres has been accepted in light of reductions to overtime and get-out rates. The hourly get-out rate, time spent loading scenery and props from the theatre to transport, was reduced from £41.22 to £38 an hour in October 2016.
The new pay agreement, which also features the removal of allowances for special effects, costume appearances and laundry, was agreed by 84% of Bectu members on a 72% turnout.
Dan Bates, chief executive at the Sheffield Theatres Trust, said: “I am delighted that we have been able to update our house agreement and achieve the living wage for our staff in November.
“It has always been our aspiration to improve pay for our staff. The team here are incredibly passionate and committed and their dedication makes a vital contribution to the continued success of Sheffield Theatres.”
Mick Corfield, Midlands national officer at Bectu, added: “The new house agreement includes more permanent posts and the offer of annualised hours contracts to those staff wishing to have their earnings spread out over a period of time with the benefit of much needed security.”