Parliamentary Secretary (Cabinet Office) (): Today we publish this year’s Civil Service Pay Remit
Guidance. This document provides a framework for setting pay 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) and other arm’s length bodies for the 2021/22 pay remit
year.
Public sector pay context
In November 2020, the Chancellor announced at the Spending Review
that the public sector workforces, excluding the NHS, would be
subject to a pay pause for the 2021/22 pay year. The exception to
this policy are organisations in legally binding pay deals
(including those in multi-year deals).
This pay pause is necessary in order to help protect public
sector jobs and protect investment in public services as well as
ensuring fairness between the private and public sectors in this
time of crisis. Performance pay, overtime, pay progression where
it is in place, and pay rises from promotion will continue.
Departments may continue to utilise existing allowances.
To protect the lower paid staff earning below the national
median, those on full time equivalent base pay of under £24,000pa
(excluding overtime and allowances) will receive a consolidated
increase of £250. For those who will be receiving an increase to
the new national living wage rate of £8.91 an hour, which from
April 2021 will be extended to individuals aged 23 years and
over, they will receive the National Living Wage increase or
£250, whichever is greater.
Civil Servants benefit from a competitive employment offer
including access to one of the best pension schemes available and
flexible working arrangements in managing work and family life.
In addition to this our ambition is for the Civil Service to be
the most inclusive employer in the country, offering
opportunities and a chance to progress in challenging roles
delivering vital public services across the country.
Strategy for Civil Service modernisation
The COVID-19 pandemic has posed a huge challenge to the Civil
Service over the last year and to civil servants at all levels
both through the work required in response, but also through the
significant changes to working practices individuals have faced,
as well as the impact on their personal lives. The significant
task of tackling the pandemic, as well as EU Exit Transition, has
placed an immediate pressure on resources. The Civil Service has
been increasing its capacity and capability to meet this
challenge, bringing on its own talent, investing in specialist
skills and sourcing external support where necessary. Frequently
this has meant the necessary redeployment of staff across and
within departments, as well as the creation of and recruitment to
new posts within departments at both junior and senior grades.
We intend to learn from the experience of both EU Exit Transition
and the COVID-19 pandemic, modernising Government to respond to
the big challenges facing the country and deliver our ambitious
agenda. We will ensure that our people are closer to citizens and
have the skills and experience to meet the needs of those we
serve. We will put innovation at the core of how we work and
seize the power of digital systems and data to improve our
services. We will ensure the whole of Government works together
with a common purpose to deliver outcomes for citizens rigorously
and efficiently, improving the delivery of our major projects.
The Government has committed to level up across the UK, including
relocating roles to the regions and nations of the UK. The Places
for Growth programme within Cabinet Office is driving the
necessary planning within departments and public bodies, with a
commitment to relocating a minimum of 22,000 Civil Service roles
over the next decade, with the majority of these in the regions
and nations of the UK.
By 2030, large numbers of Civil Service roles and public bodies
will be moved out of London and South East England – moving whole
organisations, and business units and functions of larger bodies
and departments, with a view to reducing our central London
footprint but also to:
- Strengthen the Union;
- Support levelling-up of the regions and nations;
- Ensure that the Civil Service and administration of
Government is better connected with communities across the UK;
- Tackle the recruitment and retention challenges of a
London-centric Civil Service;
- Reduce costs overall, especially estate and people costs.
A more regionally dispersed workforce has significant benefits
for the UK Civil Service. Places for Growth is working closely
with departments on their plans to relocate a number of Civil
Service roles to the regions and nations, providing opportunities
for civil servants to progress and build sustainable career
paths.
