The General Purposes Committee of Redbridge Council was scheduled to discuss the council's Pay Policy for 2021. This policy outlines the council's approach to senior officer remuneration, the pay of its lowest-paid employees, and the relationship between these two groups.

Pay Policy 2021

The committee was scheduled to consider the London Borough of Redbridge's Pay Policy Statement for 2021. This statement, required by the Localism Act 2011, details the council's policies on the remuneration of its Chief Officers and lowest-paid employees, as well as the relationship between their pay.

The report outlined the council's three-tier senior management structure, comprising Assistant/Operational Directors, Corporate Directors, and the Chief Executive. It detailed the evaluation processes used for determining pay scales, including the Hay job evaluation process for Chief Officer roles and the Greater London Provincial Council (GLPC) evaluation scheme for other staff. The policy also addressed the remuneration of Chief Officers on appointment, stating that salaries are typically set at the lowest spinal column point of the relevant pay band unless specific circumstances warrant a higher starting point.

The policy also covered annual pay increases for Chief Officers, which are linked to nationally negotiated agreements. It specified that bonuses are not paid to Chief Officers or other employees, with exceptions for staff TUPE transferred to the council who retain incentive schemes. The report also detailed policies regarding employees ceasing to hold office, including redundancy, release from service in the interest of efficiency, and flexible retirement.

A key aspect of the policy is the commitment to paying all employees (excluding those with protected terms under TUPE regulations) at least the London Living Wage. The report also included a comparison of the Chief Executive's pay to the median and lowest-paid earners, showing a ratio of 6.36:1 for the median and 9.41:1 for the lowest paid based on 2020/21 salaries.

The policy also addressed other benefits, including pay protection for employees experiencing a reduction in pay due to organisational change, and the council's operation of the Local Government Pension Scheme (LGPS). Furthermore, the report detailed the fairness implications, including the council's duty under the Equality Act 2010 to have due regard to the need to eliminate discrimination, advance equality of opportunity, and foster good relations between people with protected characteristics.

The report recommended that the General Purposes Committee consider the Pay Policy and refer it to full Council on 25 March 2021 for approval. It also noted the Restriction of Public Sector Exit Payments Regulations 2020, which implemented a £95,000 cap on public sector exit payments, including employer contributions to pension costs.

The committee was also scheduled to discuss the date of its next meeting, which was set for 20 April 2021.