Croydon Council has reported a zero gender pay gap for four consecutive years, with the latest figures for March 2024 showing a mean gap of -1.3% and a median gap of -0.1%. This achievement was highlighted in the council's Pay Policy Statement for 2026-27, which was reviewed by the Appointments & Disciplinary Committee on January 27, 2026.

The statement, a requirement under the Localism Act 2011, outlines the council's policies on the remuneration of its Chief Officers and lowest-paid employees, as well as the relationship between their pay. Gillian Bevan, Head of Human Resources, presented the statement, noting its alignment with national pay awards and updated London Living Wage figures. The council also confirmed its commitment to monitoring and publishing disability and ethnicity pay gap information.

Pay Multiples and Remuneration

The Pay Policy Statement 2026-27 demonstrates the relationship between the pay of Chief Officers and the lowest-paid employees through published pay multiples. For 2026-27, the ratio between the lowest-paid employee and the Chief Executive and Head of Paid Service is 1:7. The ratio between the lowest-paid employee and the median Chief Officer is 1:4. The ratio between the median pay and the Chief Executive and Head of Paid Service's pay is 1:5, and the ratio between the median pay and the average Chief Officers' pay is 1:2. The statement also notes that pay is determined by evaluated responsibilities and national pay body rates, rather than simple multiples.

National Pay Awards and Living Wage

The council ensures that national pay awards are reflected by stating, The Council adheres to national pay bargaining and will normally apply a nationally negotiated cost of living pay award for staff covered by the relevant negotiating body and any increase will be payable with effect either from 1 April for NJC and JNC, and or 1 September (for Soulbury, Youth and Centrally Appointed Teachers). Regarding the London Living Wage, the statement notes, The Council is a Real Living Wage (formerly the London Living Wage) employer and will pay the Real Living Wage as its minimum rate of pay to employees, other than those engaged specifically on apprentice or similar training contracts. The Council will apply increases in the Real Living Wage with effect from the 1st April following announcement of the increase.

Severance Payment Approvals

The Pay Policy Statement details the council's approach to remuneration, including the absence of bonuses or performance payments for senior staff. It also outlines policies on severance payments, with specific approval processes for payments exceeding £100,000, £20,000, and below £20,000.

Severance payments are approved under the following criteria:

  • Exceeding £100,000: These require a vote of Full Council, or the Appointments and Disciplinary Committee in urgent litigation contexts.
  • Between £20,000 and £100,000: These require personal approval and sign-off from the Head of Paid Service, Section 151 Officer, and Monitoring Officer, with a clear record of the Executive Mayor's approval.
  • Below £20,000: These are approved by the Chief People Officer, in accordance with the Council's Scheme of Delegations.

A business case setting out the considerations for making a Special Severance Payment, along with appropriate professional advice, must be provided when approval is sought for any special severance payment.

The committee resolved to recommend the Pay Policy Statement 2026-27 to Full Council for approval, aligning with the Executive Mayor's Business Plan priority for good governance and best practice. The full Pay Policy Statement 2026-27 can be found here. Further details on retirement and redundancy policies are available in document App1d - retirement redundancy.