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Pay Policy Statement

Last updated on: 09-Apr-2021

Policies Common to all Employees

The following elements of remuneration are determined by corporate policies or arrangements which apply to all permanent employees of the council including senior officers, regardless of their pay level, status or grading with the council.

Honorarium Payments

In exceptional circumstances an Honorarium payments may be awarded for reasons other than that of undertaking the duties of a higher graded post. The circumstances which support such a payment must be clearly identified by the service manager and are subject to senior management team approval.

The circumstances which support such a payment will usually fall into one of the following categories:

  • Participation in a special project which is beyond the normal scope of the job description
  • Additional duties not related to a specific post
  • Significant additional hours worked in order to complete an essential task

The size of the award paid to employee(s) should be commensurate with the work being rewarded and is subject to management team approval. Such payments are not usually made to the Chief Executive or to other senior officers.

Acting Up Payments

An employee who, for any reason other than annual leave, is requested by their Service Manager or above to undertake all or part of the duties of a higher graded post, for a continuous and prolonged period may be considered for an acting up payment. Payments may be made in the following circumstances:
  • Where the employee undertakes the full duties of the higher graded post;
  • Where the employee undertakes part of the duties of the higher graded post
  • Where the employee’s normal duties/pattern of work are varied to provide additional cover/support for the duties of a higher graded post.

Payments should be for a clearly specified and time limited period only and should be kept under regular review to ensure it does not become an ongoing arrangement.

Mileage Rates

The council compensates all its employees who are authorised to use their own car on council business within the guidelines of the HMRC mileage allowance payment rates currently 45p per mile.

Those officers at POA and above whom have a lease car or cash alternative receive a petrol only rate currently 15p per mile.

Payment of professional subscriptions or membership fees

Employees who are members of professional organisations are entitled to have their professional membership fees reimbursed as long as the professional qualification is a requirement of their role with the council. Eg: membership of CIPD, CIPFA

For approved post entry training, the council will pay, in full or in part, fees for registration, course tuition, exemption and examinations and pay membership of professional bodies whilst employees are students.

Subsistence or other expenses allowance

The council reimburses expenditure on meals and accommodation and any other expenses necessarily incurred by employees on council business in accordance with local policy based on nationally agreed rates or actual costs.

Use of mobile phones

Mobile phones are provided to employees on the basis that they are necessary to undertake their duties effectively.

The council funds the provision of the phone and business calls, texts etc. Employees are expected not to use them for personal communications, except in an emergency.

Special fees and arrangements

These are paid for certain additional duties usually connected with election duties. Funding for these types of payments does not come from Gravesham Borough Council’s budget.

The statutory role of Returning Officer for local elections attracts this type of payment and in common with the majority of councils Gravesham Borough Council has historically appointed its Chief Executive to this role.

Other employees may also receive payment for undertaking roles associated with both local and general elections such as counting officer, presiding officer or poll clerk for which the council has adopted the Kent schedule of fees.

Partnership Supplement

Gravesham Borough Council strives to achieve required efficiency savings whilst maintaining high quality services to the local community. In order to achieve these savings the council has entered into shared working arrangements, where appropriate, with neighbouring local authorities.

Where an agreement is entered into which requires an individual employee to be seconded for 50% of their time to a neighbouring authority, the individual will receive an uplift of between 3% and 10% of their total remuneration in recognition of the increase workload and/or responsibility associated with the shared role.

These shared arrangements also give development opportunities to Gravesham Borough Council employees through increased empowerment and responsibility. This is equally applicable to those who are seconded and their staff.

Access to Local Government Pension Scheme

The council offers all its employees’ access to the LGPS in accordance with the statutory provisions of the scheme. The employers’ contribution is currently 15.8% of salary for all employees.

The employee contributions to the LGPS scheme are currently as follows:

The employee contributions to the LGPS scheme
Pay Bands Contribution Rates
Up to £14,100 5.5%
£14.101 - £22,000 5.8%
£22,001 - £35,700 6.5%
£35,701 - £45,200 6.8%
£45,201 - £63,100 8.5%
£63,101 - £89,400 9.9%
£89,401 - £105,200 10.5%
£105,201 - £157,800 11.4%
More than £151,801 12.5%

Members have the option of joining the 50/50 scheme and pay half the contribution rate listed above

LGPS – discretions on termination of employment

Any termination or severance payments made by the council to all its employees, either on grounds of redundancy or on grounds of permanent ill-health, will be made in accordance with the statutory terms of the LGPS, as applicable, and/or in accordance with the discretions available to it under that scheme.

The council’s policies on the exercise of these discretions under the LGPS are set out in the policies it has published under the requirements of regulation 66 of the LGPS (Administration) Regulations 2008. This is a requirement to publicise discretions under Regulations 12, 13, 18,and 30, of the LGPS (Benefits, Membership and Contributions) Regulations 2007. Appendix one is the council’s policy on all discretions under the Act.

Payments on Termination of Employment

Other than payments made under the LGPS, the council’s payments to any employee whose employment is terminated on grounds of redundancy will be in accordance with the policy the council has adopted for all its employees in relation to the Local Government (Early Termination of Employment) (Discretionary Compensation) (England and Wales) Regulations 2006. This policy has been published in accordance with the requirements of Regulation 7 of these regulations and is as follows:

In accordance with Section 162 of the Employment rights Act 1996 pay matrix, for each year of service that counts, an employee will receive a proportion of weekly pay, which is determined in the following way:

Termination Amount
Age Entitlement
21 years or below Half a week’s pay
22-40 years One week’s pay
41 years and above One and a half week’s pay

The maximum entitlement will be 20 years at one and a half week’s pay, which is 30 weeks' pay. The council’s redundancy payment is based on the employee’s actual weekly pay.

Other Employee Benefits

Employee Assistance Programme

The council provides access to this service which is available 24 hours a day, 365 days a year giving employees access to telephone advice on a wide range of issues and face to face counselling where required.

Occupational Health Service

The council provides access to an on-site occupational health advisor to ensure that employees are supported to achieve good health, minimise sickness absence and provide a supported, phased return to work as soon as possible for those who have surgery or other medical related longer term absences.

Learning & Development

Gravesham Borough Council has been recognised for its development focused culture through its achievement of the Investors in People Gold award. The council supports its employees in their wide variety of roles to ensure they are developed and skilled to provide excellent service to the community.

Development opportunities cover all staff employed in managerial, professional, clerical and manual roles. They include qualification training, a wide variety of National Vocational Qualifications (NVQ) and key skills training (reading and writing).

Long Service Awards

The council recognises long service with payments of £125 for 20 years, £150 for 30 years and £200 for 40 years.

Leisure membership

Employees of the council are able to access local leisure facilities which include swimming pools, gym facilities and fitness classes at a reduced cost equivalent to the lower rate membership ad hoc fees offered by the two leisure centres in the borough.

Flexible Retirement

The concept of flexible retirement was introduced by the LGPS Regulations 2006. It applies to scheme members aged 55 or over who with their employers consent, reduce the hours of the job they continue to hold and/or change to a lower graded job. They may then elect to receive immediate payment of all or part of the benefits they had earned in the scheme prior to the date of change.

It is the Council’s policy to consider flexible retirement requests only where there is no detrimental effect on the service and after full consideration of any financial implications.

If consent is given it is not the council’s general policy to waive any actuarial reduction unless there are exceptional circumstances.


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