October 2026 is shaping up to be an important month for production payroll teams. Several entertainment industry collective bargaining agreements have scheduled wage, fringe, allowance, and other payroll-related changes taking effect during the month, which means there is considerably more to update than a few rate tables.

The changes affect the IATSE Videotape Agreement, Local 399/817 Casting Directors Agreement, Local 52 Majors Agreement, Local 52 Supplemental Digital Agreement, United Scenic Artists Local USA 829 Motion Picture Production Agreement, and Local 817 Locations Agreement. Most changes take effect October 4, 2026, but some become effective October 1 or October 18.

That distinction matters. Payroll systems, unlike humans, are not particularly good at responding to, “It changes sometime in October.”

Videotape Agreement Changes Effective October 2026

The 2024 Videotape Agreement has several changes scheduled for October 4, 2026. These affect both wages and employer contributions, making this more than a standard annual wage update.

Key changes include:

• Minimum contract wage rates generally increase by 3.5% effective October 4, 2026. The contractual annual increases are compounded.
• Certain qualifying reality programs under Article 15(b) move to rates that align with the applicable Article 15(a)(1) and (2) rates.
• For $15 Million Contributors, the Health Plan Basic Rate increases to $8.003 per hour.
• The standard CSATF contribution increases to $0.66 per hour.

The reality-program change deserves particular attention. Payroll should not simply take the previous special reality rate and increase it by 3.5%; the correct October 2026 schedule needs to be determined under the agreement.

Local 399/817 Casting Directors Agreement Changes

The Local 399/817 Casting Directors Agreement also has substantial changes effective October 4, 2026. These affect Casting Directors, Associate Casting Directors, and Casting Assistants.

New minimum rates include:

• Casting Director pilot, first episode, or first mini-series part: $7,535 per week
• Casting Director children's programming equivalent: $6,297 per week
• Casting Director subsequent episode or mini-series part: $4,844 per week
• Associate Casting Director: $2,378 per week
• Casting Assistant: $22.60 per hour

The agreement also introduces an important application rule. For a Casting Director commencing services on or after October 4, 2026, certain new mini-series and first- or second-season half-hour single-camera and one-hour series may be subject to a 3% reduction from the otherwise applicable minimum, subject to the agreement's exceptions.

Fringes change as well. The MPIPHP Medical Basic Rate for qualifying $15 Million Contributors increases to $8.003 per hour, bringing the total composite rate to $10.4175 per hour; the Casting Assistant IAP contribution increases from 2% to 3% of the scale regular basic hourly rate; and Casting Director IAP weekly bases increase to $5,086 for theatrical and $4,050 for television. The standard CSATF contribution also increases from $0.63 to $0.66 per hour.

Local 52 Majors Agreement Changes

The 2024 Local 52 Feature and Television Production Contract with Major Producers, commonly referred to as the Local 52 Majors Agreement, has two important October effective dates.

On October 1, 2026:

• Per diem increases to $75 per day: $16 breakfast, $22 lunch, and $37 dinner.
• The Nearby Hire living allowance increases to $630 per week, or $90 per day when prorated.

Then, on October 4, 2026:

• Applicable minimum wage rates generally increase by 3.5%.
• Qualifying Operators and Sound Utility Persons working on television motion pictures in the specified Philadelphia area receive a $0.86 per hour special adjustment before the 3.5% general wage increase is applied.
• For qualifying $15 Million Contributors under Part A, the Health Plan Basic Rate increases to $8.003 per hour, bringing the total composite rate to $10.4175.
• Under Part B, the aggregate IATSE National Benefit Funds contribution increases from $190 to $205 per day.

The Philadelphia adjustment is a good example of why simply loading a 3.5% increase into a payroll system may not be enough. The sequence of the calculation matters.

Local 52 Supplemental Digital Agreement Changes

The 2024 Local 52 Supplemental Digital Production Agreement also has multiple October 2026 changes. Its third contractual wage period begins October 4, 2026 and runs through September 30, 2027.

Key changes include:

• New Digital wage schedules generally reflecting a 3.5% increase over prior-period rates.
• Separate October 2026 schedules for standard non-dramatic digital productions, certain reality programs, and non-prime-time dramatic digital productions.
• Applicable Sideletter rates change as the underlying Digital or Feature and Television rates change. Certain qualifying first- and second-season productions may use a 3% reduction from the applicable rate for the period.
• For New York and New Jersey employees, the agreement incorporates applicable Pension, Health, and IAP provisions from Section 12 of the Local 52 Feature and Television Production Contract.
• For Connecticut, Delaware, and covered Pennsylvania, the aggregate IATSE National Benefit Funds contribution increases from $190 to $205 per day effective October 4.

There is one more date for payroll teams to add to the calendar. Effective October 18, 2026, the covered Buffalo Production Zone meal per diem increases to $75 per day, consisting of $16 for breakfast, $22 for lunch, and $37 for dinner.

Yes, Local 52 has managed to give payroll three separate dates to remember between its agreements. Nobody said labor relations was supposed to be boring.

United Scenic Artists Local USA 829 Agreement Changes

The United Scenic Artists Local USA 829 Motion Picture Production Agreement with Major Producers has changes beginning October 1 and October 4, 2026. The agreement's third-period minimum wage schedules generally reflect a 3.5% increase over the previous contractual period.

Important USA 829 changes include:

• Out-of-town meal allowances increase October 1 to $11 breakfast, $11 lunch, and $23 dinner, for a total of $45 per day.
• The separate $30 daily expense allowance continues where applicable.
• Third-period minimum wage schedules become effective October 4.
• Weekly/on-call aggregate fringe contributions increase to $205 per day.
• Hourly aggregate fringe contributions increase to $191.50 per day.
• Art Department Coordinator and Costume Department Coordinator contributions move to their applicable October 2026 rates.
• Separate percentage-based Annuity obligations may also apply to theatrical employees.
• Certain Existing High Budget SVOD budget thresholds increase, including applicable thresholds of $9,490,404, $23,726,009, and $40,055,748, depending on program category.

The SVOD thresholds are particularly important because they demonstrate that not every October change appears on a paycheck as a new number. A changed budget threshold can determine whether an entirely different contractual treatment applies.

Local 817 Locations Agreement Changes

The Local 817 Locations Agreement keeps things somewhat simpler: the primary changes covered here take effect October 4, 2026.

Those changes include:

• New theatrical and television minimum wage schedules, generally reflecting a 3.5% increase over prior rates.
• New minimums for Assistant Location Managers, Location Scouts, Location Department Coordinators, and Location Assistants.
• The MPIPHP Medical Basic Rate for qualifying $15 Million Contributors increases to $8.003 per hour, bringing the total composite rate to $10.4175.
• The Individual Account Plan contribution increases from 4.5% to 5% of the minimum straight-time hourly rate for hours worked up to 12 hours per day.
• Assistant Location Manager and Location Scout vehicle allowances increase to $60 per day plus fuel or $80 including fuel within the standard area.
• When required to travel outside the 30-mile Columbus Circle radius, those amounts become $65 plus fuel or $85 including fuel.
• Location Department Coordinator and Location Assistant allowances increase to $55 plus fuel or $75 including fuel.

Because separate theatrical and television minimums apply, production type remains an essential part of rate selection.

Why October 2026 Is Really a Payroll Systems Update

Looking across these agreements reveals the larger issue. October 2026 is not simply an annual wage increase; it is a coordinated payroll systems update involving minimum wages, special rate schedules, health contributions, IAP and Annuity contributions, CSATF and National Benefit Funds contributions, allowances, per diem, budget thresholds, and production-specific application rules.

The biggest compliance risk may not be entering an incorrect number. It may be entering the correct number for the wrong agreement, production category, geography, employee classification, or effective date.

That is why production payroll and finance teams should review agreement coverage and application before implementing the new rates. October 1, October 4, and October 18 all matter, and individual provisions may also depend on production type, season, budget, location, commencement of services, or other contractual triggers.

Get Ready with the October 2026 Labor Briefing

FTV Consulting's October 2026 Multi-Union Payroll & Labor Briefing was created to make that process easier. Rather than asking payroll professionals to piece together changes across multiple agreements, rate schedules, contribution provisions, and effective dates, the briefing brings the key October updates into one practical training.

The briefing covers the IATSE Videotape Agreement, Local 399/817 Casting Directors Agreement, Local 52 Majors Agreement, Local 52 Supplemental Digital Agreement, United Scenic Artists Local USA 829 Motion Picture Production Agreement, and Local 817 Locations Agreement. The focus is specifically on the changes payroll and production finance professionals need to recognize as the October 2026 provisions take effect.

More importantly, the briefing goes beyond identifying new numbers. It explains the effective dates, special wage schedules, fringe changes, allowances, production-specific considerations, and application rules that can determine which number belongs in payroll in the first place.

For payroll and production accountants, finance executives, labor professionals, and anyone responsible for configuring or reviewing union payroll, the October 2026 Labor Briefing provides a focused way to prepare before the changes hit payroll. Because discovering an agreement change after the payroll has already processed is certainly one way to learn it, but it is rarely the preferred training method.

The October 2026 Multi-Union Payroll & Labor Briefing from FTV Consulting is designed to help teams understand the changes, identify the provisions that require attention, and approach October implementation with a clearer picture of what needs to change and when.

Disclaimer

This article is provided for general educational and informational purposes only and is not intended to constitute legal, labor relations, payroll, tax, or other professional advice. While reasonable efforts have been made to provide accurate information, the article may contain errors, omissions, or information that is incomplete or subject to change.

Collective bargaining agreements, sideletters, memoranda of agreement, rate schedules, and related provisions should be reviewed in their entirety, and their application may vary based on the specific facts and circumstances of a production or employee. Readers are responsible for independently verifying all rates, effective dates, contribution requirements, and contractual provisions with the applicable agreement and their legal counsel, labor relations professional, payroll provider, or other qualified labor professional before relying on or applying the information provided.