An interesting feature of wage contracts for tenured academic staff in United Kingdom universities is that they formally embody the principal that wages should increase with seniority. Individuals are hired at, or near, the bottom of a wage scale that has seventeen different wage levels each separated by approximately 5%. Once hired, lecturers are guaranteed the right to move at least one step up this pay ladder each year.' Of course this whole scale is renegotiated annually, resulting in additional wage increases, superimposed on the automatic increments. Many other U.K. public sector labor contracts employ a similar wage ladder, for example those of civil servants, local government employees, school teachers and health service workers. Although employment of these groups is very secure, contracts of university lecturers are particularly interesting because tenure guarantees to the individual, over some range, both increasing wages and future employment. Thus, although the evidence for seniority wages from econometric studies has been mixed [1; 2], we have in these contracts a clear cut case to explain, and one with the additional wrinkle of guaranteed future employment. In this paper we adopt an explicitly multi-period framework in order to investigate guaranteed wage increments over time. A critical feature of the model is the assumption that consumption is allocated across periods according to the life-cycle hypothesis. Multi-period contracts are therefore evaluated by the lifetime utility which they yield. It should be emphasized that even for contracts where wage increments are guaranteed, there still remains residual uncertainty about future earnings since the possibility exists that a worker may receive a better outside offer. In section II this uncertainty is motivated by incomplete search and in section III by the fact that ability only becomes known after the first period of employment. These essentially represent different interpretations of the same model. The analysis of section II assumes that all workers are offered a tenure contract and it is shown that seniority wages arise naturally in such a framework. This in followed in section III by a joint analysis of seniority wages and the firm's decision whether to offer a tenure contract. In this case, seniority wages can again arise and, importantly, tenure contracts can actually be more profitable for the firm than contracts with no tenure. Two