Bath and North East Somerset Council has approved a new pay structure that will freeze the salaries of more than 100 council workers for three years, although 62% of the 3,500-strong workforce will see pay increases. The decision, made by the council’s employment committee on May 14, comes amid criticism from trade union Unison, opposition councillors, and some staff. Initially, 16 workers faced potential pay reductions in June, but this was averted following committee intervention.
Under the new pay structure, 106 roles have seen a reduction in their pay grades. However, workers in these positions will have their salaries frozen under a pay protection policy for three years starting June 1. They will still receive any agreed national pay award increases before the freeze. Additionally, if the pay scale for their role rises above their frozen rate during this period, they will receive the higher amount. A council statement reassured that after three years, no individual would see an overall pay reduction, though actual cash pay cuts cannot be entirely ruled out due to inflation.
Cherry Bennett, the council’s director of people and change—who is among those affected—expressed commitment to supporting staff career progression and pay advancement before the freeze ends. The pay protection duration was extended from two to three years after negotiation with trade unions.
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Initially, pay protection was capped at 10% of the new lower salary, which risked 16 workers seeing their pay freeze below current levels. Employment committee chair Toby Simon successfully proposed removing this cap to prevent cash losses. Despite this, frozen salaries are likely to lose value in real terms due to inflation over the three years.
The council workers impacted include about a third of the IT department, where employees have expressed feelings of devaluation. Unison opposed the changes in a consultative ballot. Furthermore, up to 245 workers in passenger transport and waste and recycling services may face pay cuts when similar proposals are rolled out.
Unison has suggested the pay cuts might be a strategy to mitigate equal pay claims, particularly following the council’s recent in-sourcing of adult social care contracts predominantly staffed by low-paid female workers. Equal pay cases often arise if men earn more than women for equivalent roles. The departments targeted for pay reductions are largely male, prompting concern from council social worker and Unison activist Toni Mayo, who voiced opposition to addressing equal pay by lowering male wages.
This restructuring marks the first council-wide pay review in a decade, part of the “Being Our Best” programme. Chief Executive Will Godfrey acknowledged the challenges and emphasized the importance of fairness, noting that 60% of staff would receive pay increases. Committee chair Toby Simon, with five decades of public sector pay experience, endorsed the proposals, which were approved unanimously.
The Labour group demanded urgent talks with unions and called for the decision to be referred to a full council meeting rather than the small employment committee. Independent councillors and the Green party also voiced concerns, with Greens calling for a pause and greater oversight.
The new pay structure takes effect from June 1, signaling significant changes for council employees.