The Council's Pay Policy Statement for the period 1st April 2022 to 31st March 2023
The Committee received a report of the Head of
Human Resources to consider the Pay Policy Statement for 2022/23.
The Localism Act 2011 required local authorities to agree and
publish a pay policy statement annually before the start of the
financial year to which the statement related.
Key facts emphasised in the
report were –
- As of 31 December 2021, the pay
ratio between the highest and lowest paid employee was 1:9.36. This
was an improvement on the pay ratio on 31 December 2020 which was
- National pay settlements agreed by
the Joint Negotiating Committee for Chief Executives of Local
Authorities and the Joint Negotiating Committee for Chief Officers
of Local Authorities to the Chief Executive, would be automatically
applied to Chief Executive, Executive Directors and Directors as
appropriate, subject to Full Council approval of the Pay Policy
Statement on 15th March 2022.
- The Real Living Wage was £9.90
per hour (40p increase) with effect from 1st April 2022, which
equated to a minimum salary of £19,100 (based on a full-time
week of 37 hours. Reducing the Council’s top to lowest salary
ratio to 8.98:1 based on current pay level. It also meant that the
lowest paid had an increase of 3.5% in addition to the pending
nationally negotiated pay settlement.
Following discussion and in
response to Members questions the following points were
- Care workers employed
outside of the Council were not legally protected in the same way
as council employees however the Council strongly encouraged
employers to align with the council pay structures and took every
opportunity to implement this when drawing up new contracts with
- Regarding the pay
ratio members asked if there was an ambition/target to get to 1:10.
The Head of Human Resources explained that was not the case at the
current time however the Council was aligned to the
Government’s Terms of Reference regarding the Will Hutton
review (2011) which had suggested that no public sector worker
should earn more than 20 times the lowest paid person in the
- In pursuant of an
improved pay ratio target the Head of Human Resources proposed that
an amendment be made to the Pay Policy Statement and put to Full
Council to explicitly achieve a target of a 1:10 pay ratio. An
exclusion clause might have to be included regarding Chief
Executive/Chief Officer posts. The draft amendment would be
circulated to members for their input prior to the Full Council
meeting in March. Members endorsed the proposal.
- Members queried if
the ‘real living wage’ had an impact on pay
differentials. Head of Human Resources acknowledged that it did at
lower pay levels however as there were fewer employees at that
level and there was significantly more turnover the impact had been
largely mitigated. Noted that this was a national issue amongst
council employers not just Bristol City Council.
That Full Council be
recommended to approve the Pay Policy Statement 2022/23, to take
effect from 1 April 2022 subject to an additional clause being
included to achieve a target pay ratio of 1:10 as soon as