Bath and North East Somerset Council has introduced a new pay structure under its “Being Our Best” (BOB) programme, resulting in pay freezes for 106 council workers over three years. The acronym BOB, intended as shorthand for the initiative, has drawn criticism from councillors and staff who find the name “demeaning” amid the controversy.
The pay structure lowers the pay grades for specific roles, but applies a three-year pay freeze after factoring in the national pay award. While 62% of the council’s 3,500 employees will see pay increases, those in the affected roles face real-terms pay cuts due to frozen wages and inflation.
Labour councillor Dave Biddleston of Keynsham South voiced concerns about the impact on residents and workers, stating that the acronym itself feels disrespectful to those losing pay. The issue was highlighted during a protest organised by the B&NES branch of the Unison union, whose spokesperson acknowledged some workers benefit but urged fairness for those facing cuts.
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One of the hardest-hit areas is the council’s IT department, where roughly a third of staff will face pay freezes. Stuart Batson, IT service delivery manager, criticised the council for “devaluing” their roles at a time of growing cybersecurity threats and expressed feeling disrespected by the changes.
Opposition to the pay policy was also voiced by Labour members, the Greens, and Independents for B&NES councillor Gavin Heathcote, who described the process as unfair and lacking transparency. The pay structure will take effect from June 1, with some affected workers able to receive back pay if the new pay scale rises above their frozen rate, though uncertainty remains over whether pay levels will fully recover.
Further pay reductions could impact an additional 245 workers in passenger transport and waste services later this year. Unison criticised the council for disregarding union ballots and warned of the detrimental effects on workers’ mental health and morale, highlighting a breakdown in trust surrounding role profile assessments and separate pay evaluations.
The council responded that it has provided information and support throughout the process and disputes claims that staff were asked to agree to role profiles without corresponding pay details. The pay protection period was extended from two to three years following consultation with trade unions.
Concerns have been raised that the pay adjustments might be a strategy to avoid equal pay claims, especially following the in-house transfer (TUPE) of predominantly female adult social care staff. Unison activists argue equal pay should be addressed by raising women’s wages rather than lowering men’s.
The council’s employment committee unanimously approved the new pay policy on May 14. Chief Executive Will Godfrey emphasized the council’s commitment to fairness and sustainability, describing the new pay structure as “modern and fit for purpose” while acknowledging the hard work of all staff.