Somerset Council staff have firmly rejected accusations of opportunism as the authority embarks on a comprehensive pay review. A Conservative councillor emphasized that employees do not have their “trotters in the trough” despite some public concerns over the council’s ongoing transformation programme and associated costs.
The council recently completed the first phase of its transformation, achieving £33 million in savings with approximately 300 roles cut by April. Building on this, councillors approved the appointment of Newton Consulting Ltd. in September to lead the next phase—“Inspiring Innovation”—with a budget of up to £20 million over several years, including an initial £1.5 million outlay.
Concurrent with this, Somerset Council has committed up to £3 million to a thorough pay and grading review aimed at attracting and retaining staff while reducing expensive agency hires. The initiative has garnered support from both Liberal Democrat and Conservative councillors, who describe it as a necessary, prudent investment for the council’s future stability.
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After receiving positive feedback from the corporate and resources scrutiny committee in October, the council’s executive committee formally approved the pay and rewards review in early November. Councillor Theo Butt Philip, overseeing transformation and human resources, stressed the importance of establishing fair, fit-for-purpose pay structures and job evaluations following local government reorganization.
He noted the review is critical to minimizing potential equal pay claims and ensuring competitive salaries in hard-to-fill roles. The £3 million budget for this project, approved in principle back in May, is separate from the Newton Consulting contract and funded through the sale of non-operational assets. Much of the work will be conducted internally, with external support from Korn Ferry consultants as needed.
Any pay structure changes are scheduled for implementation starting April 2027, allowing ample time for staff and union consultations, as well as addressing any legal challenges. The council forecasts a possible wage bill increase of approximately £7 million by 2027/28, escalating to £14 million by 2028/29 if no further redundancies occur. This increase may necessitate council tax rises.
Council officers acknowledge that transformation could lead to a smaller but fairly compensated workforce in the future; however, no additional staff cuts are planned at this stage.
Councillor Mike Rigby, responsible for economic development and assets, highlighted recruitment challenges stemming from Somerset County Council’s previously less favorable terms and conditions compared to district councils. He stressed that the review is not a “pay bonanza” but rather a corrective measure to avoid costly equal pay claims similar to those faced by Birmingham City Council.
Rigby pointed out the current reliance on interim staff, often paid more than permanent employees, and expressed hope that the review would allow appropriate regrading of roles to replace agency workers with permanent staff, resulting in substantial savings.
Councillor Sarah Wakefield, in charge of adult services, housing, and homelessness, echoed these sentiments, calling the review a prudent and necessary update reflecting changing work practices and conditions.
Even Councillor Sue Osborne, a longtime critic of the council’s transformation strategy, expressed support for the pay review. She warned that failing to act risks destabilizing the council’s leadership and workforce.
Osborne emphasized the need for better communication to counter misconceptions linking pay grading discussions to unwarranted accusations of greed. She concluded, “This is not the case here. We do need stability, and this is the way to get that.”