Search results
Median weekly pay for full-time employees was £640 in April 2022, which is a 5.0% increase over the £610 in 2021. In real terms (that is, adjusted for inflation) in April 2022, median weekly pay...
- A Detailed Set of Data Tabulations
Estimates of paid hours worked, and weekly, hourly and...
- Download as PDF
Percentage change in gross median weekly earnings by...
- View Superseded Version
2. Main points: April 2022. Over the coronavirus pandemic...
- A Detailed Set of Data Tabulations
- Scope and Purpose of The Pay Remit Guidance
- Key Factors Determining The 2021/22 Pay Remit
- Pay Flexibility
- Pay Remit Process and Approval
- Pay Reporting to HMT
- Departments Requiring Hm Treasury Approval
- Contacts
- Glossary of Terms
This guidance covers pay setting arrangements for civil servants throughout the Civil Service, including departments, non-ministerial departments and agencies, as well as for public sector workers in non-departmental public bodies (NDPBs)[footnote 1] and other arm’s length bodies[footnote 2]. Where reference is made to civil servants, it also inclu...
2.1 Introduction
In November 2020, the Chancellor announced as part of the Spending Review 2020 that there will be a temporary pause on pay rises for most public sector workforces in 2021/22, including the Civil Service. The exception to this policy are organisations in legally binding pay deals (including those inmulti-year deals). Performance pay, overtime, pay progression where it is still in place, and pay rises from promotion will continue. Departments may continue to utilise existing allowances, however...
2.2 £24,000 underpin
In 2021/22, Civil servants earning below a full time equivalent base salary of £24,000pa will receive either an increase of £250 in 2021/22, or an increase to the National Living Wage Rate, whichever is greater. There may be scenarios where a pay award above these parameters is required inorder to avoid the “leapfrogging” of those earning just over £24,000, by those earning justunder £24,000. In such cases, departments are permitted to apply tapered increases for individuals’ salaries which f...
2.3 National Minimum Wage & National Living Wage
From 1 April 2021, departments must ensure that they apply the legislative increase to the National Living Wage (NLW) and National Minimum Wage (NMW). The cost of raising individuals to the new rates, can be applied outside of the pay pause. This will be the increase in the cost over 12 months from the date of the 2021/22 pay award. As set out above, individuals earning under £24,000 will be entitled to receive the uplift to the new NLW rate or £250, whichever is greater.
The Government will take a robust and thorough approach to assessing cases for pay flexibility during the pay pause in 2021/22, particularly cases that seek flexibility for multiple years, and will only consider cases that realise cashable and sustainable savings and/or productivity and efficiencies early on within the business case lifecycle throu...
4.3 Legal considerations for departments
Departments are reminded of their obligation to comply with their Public Sector Equality Duty when considering pay awards for their staff and the requirements of the HR Functional Standard (including adherence to all legal and regulatory requirements). Where appropriate, departments are also expected to apply this guidance alongside the HM Treasury guidance on public sector pay and terms. Departments are encouraged to take legal advice on the drafting of any pay commitments to ensure that the...
4.4 Senior staff
Senior civil servants (SCS) and NDPB equivalents are not included within the scope of this Civil Service pay guidance. The pay of the SCS is covered by the Senior Salaries Review Body’s (SSRB) remit and is set centrally by the Cabinet Office. Pay for senior staff in NDPBs is not covered by the SSRB’s remit, nevertheless NDPBs have an important leadership role in following public sector pay policy, therefore, any annual pay increase or decision to award performance-related pay to such staff mu...
In return for the continued delegation of pay to Secretaries of State, departments are expected to provide data to HM Treasury on their forecast and outturn data for the pay round. Departments are asked to submit these data using the Workforce and Pay Remit (WPR) application in OSCAR for each remit as soon as they are approved, but in any case by 3...
Those departments that are the direct responsibility of HM Treasury and those that do not have a Secretary of State with the authority to determine pay, should submit their annual pay remit to HM Treasury for approval. The list detailed below comprises those departments that are the direct responsibility of HM Treasury ministers, and will therefore...
Any queries in relation to this guidance, or the remit process in general, should be addressed to the Cabinet Office in the first instance: Email: civilservicepay@cabinetoffice.gov.uk For queries on WPR reporting: WPR@hmtreasury.gov.uk For other queries: civilservicepay@hmtreasury.gov.uk
8.1 Total paybill
Total paybill: The template calculates total paybill as the sum of direct wages and salaries, pension contributions and National Insurance Contributions. Includes all staff-related costs excluding the cost of staff not on the formal Civil Service payroll, comprising direct wages and salaries, employer pension contributions and employer National Insurance Contributions. This should include staff paid from programme budgets. Direct wages and salaries: The template calculates direct wages and sa...
8.2 Non-paybill staff costs
Consultants/interim/agency staff costs not included in the paybill: Enter the total cost of all staff who are not on the formal Civil Service payroll, including for example, consultants, interim and agency staff.
8.3 Non-consolidated performance pay pot
Non-consolidated performance pay pot (% of paybill): Enter the size of the non-consolidated performance pay pot expressed as a percentage of total pay bill. Note that this may differ from outturn or forecast expenditure on non-consolidated pay recorded as a component of salaries and wages.
The annex below lists the new pay scales for clerks and other employees employed under the terms of the model contract including SCPs 50 and above. These should be applied from 1 April 2021. Annex 1. * Hourly Rates. As per the national agreement, hourly rates are calculated by dividing annual salary by 52 weeks and then by 37 hours. NALC 2022.
- Median weekly pay for full-time employees was £611 in April 2021, but the impact of the pandemic on earnings mean that the longer-term trend should be taken into consideration.
- Across all jobs, median weekly earnings in April 2021 increased by 5.3% from a year earlier on a nominal basis; when adjusted for inflation, it increased 3.6% over the year.
- Growth in both real hourly pay and weekly pay for full-time employees was positive in 2021. Real gross weekly earnings growth against real gross hourly earnings growth for full-time employees, UK, 1998 to 2021.
- Full-time men’s weekly earnings increased by 5.5% between 2021 and 2020 after being the only group to decease between 2019 and 2020 (down 1.9%)
Jan 19, 2023 · Current breakdown of salary showing the min and max salary for each grade for both national and London-based staff, plus rough non-salary costs per staff member.
Nov 1, 2023 · Estimates for 2022 have been revised and relate to the pay period that includes 27 April 2022. The estimates in this bulletin are based on information gathered from a sample of 1% of...
People also ask
How much did the public sector earn in April 2023?
How much did a full-time employee earn in April 2023?
What is the 2021/22 pay remit guidance?
How much did earnings increase in April 2021?
Salary and Market Trends Survey 2021 SALARY 8 Quick link: Back to contents With a few exceptions, regional salary levels increased across the board, with a number recording significant jumps. From the East Midlands and the East of England to the North East and Wales, average salaries all increased by at least £5,000 per year, while Northern
