BCP Pay and Reward

The new proposal includes:

• a further reduction in those colleagues who will see a decrease in pay
• widened Pay Bands 1 to 10, to allow more colleagues to move up within their pay band
• a guaranteed 18-month pay protection period, starting from the first day of implementation of the new salary structure
• increased call-out rates from plain time to time and a half
• hourly rates for additional allowances to include any salary supplements
• enhanced rates for bank holiday working to double time and a day off in lieu 

Full details of all terms and conditions can be found in:

• our ‘More than just a job’ brochure detailing our benefits, terms and conditions

• our terms and conditions comparison table

• our pay and grading booklet

We undertook a colleague survey in 2019 after BCP Council was formed to help us understand what colleagues wanted in their terms and conditions. This was a big consideration when negotiating the offer. 

Between November and December 2023, we held a number of colleague roadshows across Bournemouth, Poole and Christchurch to share the proposed offer including changes to terms and conditions.

In May 2025, we shared the enhanced new offer with colleagues via roadshows and online sessions.

The new terms and conditions and enhanced benefits package will be available from the date of implementation. Details can be found in our ‘More than just a job’ brochure and terms and condition comparison table. You can find out more information about our current benefits on Our Benefits portal. 

The new annual leave entitlement will be effective at the date of implementation of Pay and Reward. 

Yes. As agreed with our trade union colleagues during the collective bargaining process, JNC colleagues on Pink Book terms and conditions, will change to the new pay structure, and terms and conditions outlined in the Pay and Reward offer. 

No. Paid time off will only be for Presiding Officers and Polling Clerks working at polling stations in Bournemouth, Christchurch and Poole. 

Yes - at point of implementation, colleagues with less than 2 years’ service will receive 28 days of annual leave. Colleagues with more than 2 years' service will receive 31 days annual leave. 

There will be no further increase in leave entitlement after 2 years of continuous service. If a colleague's current annual leave entitlement is greater than 31 days, it will reduce to 31 days per annum (pro-rata for part time colleagues) at the point of implementation. 

We are mindful that not all colleagues celebrate or wish to take time off at Christmas. Also, not all colleagues can take time off at Christmas. Our overall provision of leave entitlement allows you greater flexibility and choice to request leave when it's important to you. 

It is measured in days as an entitlement but accounted for as equivalent number of hours (pro-rata for part time colleagues) on Dynamics. 

From implementation date, the annual leave year will change to from April to March for all colleagues.

Managers will receive guidance on how to adjust annual leave entitlement for their team members, and any untaken leave at the time of implementation will be carried over. 

In agreement with the Trade Unions, long service awards and payments for Bournemouth colleagues ceased following the creation of BCP Council to ensure consistency across the council. 

Selling of annual leave is not available to colleagues on term time contracts in schools. This may be possible in services. 

No, sick pay entitlement is remaining the same. Payment and conditions around Phased Returns to Work are being reviewed to a maximum of 4 weeks at full pay - on GP/ OH confirmation that a colleague is able to work a minimum of 50% of their contracted hours. 

Colleagues will be notified in their individual outcome letter if their post requires contractual non-standard working arrangements such as working on a bank holiday, at night or on stand by. Bank holiday will be paid at time plus time (double time) plus a day off in lieu.

Paid day’s leave for volunteering must be used for opportunities within our local communities. Colleagues can apply for longer unpaid career breaks (sabbaticals) if they wish to volunteer abroad. 

Prior to Pay and Reward, we introduced new ways of working. This allows colleagues to manage their own time, providing it meets the needs of the service. Recording of hours is optional, but excessive build-up of hours should be avoided, and colleagues are expected to notify their manager where this has occurred to identify a suitable outcome.