BCP Pay and Reward

Yes, it will apply to all of our colleagues. 

No, not unless they are a career grade role. 

The phased implementation has been agreed taking into consideration the affordability of the pay model and ensuring as few colleagues as possible are negatively impacted. 

All colleagues, with the exception of those on Soulbury pay structure, are in scope to move onto the proposed new pay structure. Colleagues on Soulbury terms will see the same changes to their terms and conditions as all colleagues. 

If your current full-time equivalent base salary is less than the salary minimum of the proposed pay band, you will move to the bottom pay point of the new pay band. If your current full-time equivalent base salary falls within the range of the proposed pay band, you will move up to the closest pay point. 

If your current full-time equivalent base salary is less than the salary minimum of the proposed pay band, you will move to the bottom pay point of the new pay band.

If your base salary is decreasing, your current salary will be protected for a period of 18 months from implementation date, after which your pay point will move to the top of the new pay band.

The pay band range shown in your letter is based on a full-time 37 hour working week. If you work term time only, you can calculate your band range using the following method:

Full-time equivalent salary ÷ 37 hours x hours worked per week ÷ 52.143 x Pro rata pay weeks (weeks worked per year + holiday entitlement)

The pay band range shown in your letter is based on a full-time 37 hour working week. If you work less than 37 hours you can calculate your band range using the following method:

Full-time equivalent salary ÷ 37 hours x by hours worked per week.

Your proposed new pay as an apprentice has been calculated into an apprentice rate as follows:

Full-time equivalent salary ÷ 10 x 8 = 80%

Or, if greater, you will be paid the National Living Wage if you are in your second year of the apprenticeship and aged 21 or over.

For the current National Minimum Wage and National Living Wage rates visit GOV.UK.

You can calculate your proposed new pay band's annual salary into an hourly rate as follows:

Full-time equivalent salary ÷ 37 hours ÷ 52.143 = hourly rate

If your typical working week exceeds 37 hours, you will reduce to a maximum of 37 hours on implementation. This amount has been provided in the letter. 

If your base salary is decreasing, your current salary will be protected for a period of 18 months, after which your pay point will move to the top of the new pay band.

During pay protection, pay will be frozen at the rate of pay based on the day before implementation for 18 months from the date of implementation.

Whilst in Pay Protection colleagues will receive the 2025/26 pay award but will not receive any further annual pay awards during pay protection or progress through increments within a pay band.

After the full period of pay protection these colleagues will move to the top spinal column point of their new pay band.

If you choose to move from your pay protected post to a new post within the organisation any pay protection entitlement will end on the last day in your current post. 

All colleagues are eligible for pay protection for 18 months from the date of implementation if their pay is decreasing.

Additional payments such as honorariums, labour market supplements, payment supplement interim arrangements are not contractual and will not be protected, however existing supplements may be recalculated.

If your current full-time equivalent base salary is less than the salary minimum of the proposed pay band, you will move to the bottom pay point of the new pay band.

Or, if your current full-time equivalent base salary falls within the range of the proposed pay band, you will move up to the closest pay point.

Any restructure which takes place before or during the implementation of Pay and Reward will continue. Once Pay and Reward is implemented, all terms and conditions will align and any pay protection will be protected for 18 months from the date of implementation.

Pay and Reward implementation will supersede any existing pay protection. You cannot receive two periods of pay protection and no pay protection will exceed 18 months from the date of implementation.

Changes may apply if a change process (eg restructure) happens after Pay and Reward is implemented.

All legacy terms will cease at the expiry of the legacy terms and will not go beyond the Pay and Reward implementation. 

Once Pay and Reward is implemented, managers will review all existing Labour Market Supplements (LMS). Any increase in salary is likely to see the removal of a LMS.

Salaries are protected as they are usually higher than those of colleagues working in the same position. Therefore, pay increments will be frozen until the salaries align as a result of the annual pay award or 18 months from the date of implementation, whichever comes first.

Salary Supplements are contractual but temporary and can be removed at any time. Potential new employees should be informed of this so they can make an informed choice on whether to take the role. There is no pay protection for Salary Supplements. 

If you receive an increase at implementation, this will affect your pension from the date on which the new pay structure becomes effective. The increase in salary will increase the pensionable pay used in calculating your pension. 

If your pay is reduced as a result of the new pay structure, you can find out how this impacts you by looking at our guide.

For more information please contact us at pensions@bcpcouncil.gov.uk

Pension contributions are based on your actual salary. Therefore, during the period of pay protection the contributions will remain the same. Once your pay protection ends and you move to your new pay, pension contributions will change. 

All pay is pensionable.