BCP Pay and Reward

Our workforce is currently made up of employees from either one of the preceding councils or new starters employed since 1 April 2019. This means that there may be colleagues paid different salaries for doing the same or similar jobs. This is a reality of the Local Government Review (LGR) process. 

When you and your colleagues transferred into BCP Council, your salary and terms and conditions were protected under TUPE regulations (Transfer Undertaking and Protection of Employment). However, whilst TUPE does not provide a timescale, equal pay legislation means we must ensure equal pay for equal work, and whilst TUPE may be a temporary justification for different pay rates it cannot continue indefinitely. 

Also, as a new organisation we have an opportunity to establish a pay structure that is fair and competitive in the marketplace. By doing so, we can attract and retain the skills and talent we rely on to deliver the best possible services to our customers. 

Pay tends to be a primary focus, but we know that many colleagues choose to work here because of the favourable terms and conditions and benefits that are offered. Therefore, it is essential we develop a progressive, attractive and affordable single set of terms and conditions and benefits for the future. 

We will establish a new pay structure and a single set of terms and conditions and benefits. All roles have been evaluated and mapped to pay bands within the new pay structure to ensure fairness and equity. 

The new proposal ensures that we provide a consistent pay structure so colleagues who are doing the same level of work are being compensated in the same way. 

In addition to aligned pay and terms and conditions, our proposal offers a flexible and fantastic range of benefits all of which when compared in the job market will help us to stand out as an employer of choice.