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Workforce information

Pay policy statement

Our pay policy statement meets the requirements of the Localism Act 2011 for the London Borough of Barking and Dagenham and covers the 2018-2019 financial year. It is agreed by members in full council. Any changes are approved following a vote at an open meeting of full council, and will result in this pay policy statement being updated.

Pay Policy Statement 2020-21 (PDF, 128KB)

The document includes our policy on:

  • the level and elements of remuneration for each chief officer (that is the chief executive, the corporate directors of the council and the divisional directors who report to them)
  • the remuneration of its lowest-paid employees (together with its definition of lowest-paid employees and its reasons for adopting that definition)
  • the relationship between the remuneration of its chief officers and other officers
  • the council’s pay multiple - the ratio between the highest paid employee (the Chief Executive) and lowest paid employee
  • other specific aspects of chief officers’ remuneration: remuneration on recruitment, increases and additions to remuneration, use of performance-related pay and bonuses, termination payments, and transparency.

The council may need to change its policy on pay during the year when circumstances demand it.


Pay Policy Statement 2019-2020 (PDF, 81KB)

Pay Policy Statement 2018-2019 (PDF, 145KB)

Pay Policy Statement 2017-2018 (PDF, 94KB)

Workforce summary Toggle accordion

Tuesday 3 April 2018: We are in the process of updating information for this page and will publish the update shortly.

The council had 3,566 employees at 31 December 2014, excluding those in schools. Of those employees, 1,413 (39.62%) worked part-time.

These summary tables include equalities information provided by employees who are encouraged to disclose this for monitoring purposes on a strictly confidential basis. It is not a requirement and some people choose not to disclose information.

2,167 (60.77%)1,002 (28.10%)1,165 (32.67%)
1,399 (39.23%)1,151 (32.28%)248 (6.95%)
All percentages detailed above are of the total number of Council employees (3,566)
Disabled*Not disabledNot disclosed*
152 (4.26%)2,250 (63.09%)1,164 (32.64%)
*employees self-disclosed as disabled *employees chose not to disclose 'yes' or 'no'
All percentages detailed are of the total number of Council employees (3,566)
Asian/Asian BritishBlack/black BritishChinese
207 (5.80%)532 (14.92%)13 (0.36%)
2,553 (71.59%)62 (1.74%)183 (5.13%)
Not disclosed  
16 (0.45%)  
All percentages detailed are of the total number of Council employees (3,566)
Sexual orientation  
HeterosexualBisexualGay man
1,805 (50.62%)14 (0.39%)31 (0.87%)
LesbianOtherNot known
12 (0.34%)23 (0.64%)1,197 (33.57%)
Prefer not to say  
484 (13.57%)  
All percentages detailed are of the total number of Council employees (3,566)
16 to 1920 to 2930 to 39
75 (2.10%)452 (12.67%)669 (18.76%)
40 to 4950 to 5960 to 65
954 (26.75%)1,029 (28.86%)301 (8.44%)
66 to 7475+ 
80 (2.24%)6 (0.17%) 
All percentages detailed are of the total number of Council employees (3,566)
13 (0.36%)1,225 (34.35%)24 (0.67%)
JewishMuslimNo faith/religion
7 (0.20%)111 (3.11%)44 (1.23%)
Not disclosedOtherPrefer not to say
1,822 (51.09%)260 (7.29%)36 (1.01%)
24 (0.67%)  
All percentages detailed are of the total number of Council employees (3,566)

Equality Act 2010

The Council has a legal duty, under the Equality Act 2010, to publish annually, workforce information relating to the “protected characteristics”:

  • age
  • disability
  • gender reassignment
  • marriage and civil partnership
  • pregnancy and maternity
  • race (including ethnic or national origins, colour or nationality)
  • religion or belief
  • sex
  • sexual orientation

This is available on the our Equalities and Diversity page.

Senior staff pay Toggle accordion

We are in the process of updating information for this page and will publish the update shortly.

All councils are expected to publish details of the salaries of all senior management staff and staff that earn over £50,000.

The salary disclosure is shown in bands and not as an exact amount in most cases (page 57-60):

Draft Statement of Accounts 2019-20 (PDF, 1.7 MB)


Trade union facility time Toggle accordion

The Local Government Transparency Code 2015 and Trade Union (Facility Time Publication Requirements) Regulations 2017 requires local authorities to publish information on recognised trade unions and trade union facility time, including the:

  • names of the recognised trade unions
  • total number of employees who are trade union representatives
  • percentage of time spent on facility time
  • percentage of the pay bill spent on facility time

Recognised Trade Unions

The council recognises the following trade unions and teacher associations:

  • GMB
  • NEU
  • NAHT
  • ASCL

Trade union facility time

All public-sector organisations that employ more than 49 full-time employees are required to submit data relating to the use of facility time in their organisation. The reporting period is 1 April to 31 March with submissions due by 31 July.

Trade union representatives have a statutory right to time off under Trade Union and Labour Relations (Consolidation) Act 1992.

The general purpose of the legislation and as explained in the ACAS Code of Practice 3, is to ‘aid and improve the effectiveness of relationships between employers and trade unions’. This includes consultation on redundancy situations and/or where the Transfer of Undertakings (Protection of Employees) Regulations (TUPE) apply, representing members and consulting on workplace and health and safety matters.

Details of trade union facility time for the period 1 April 2019 to 31 March 2020

Local authorities are required to publish information separately in relation to their central function and education function employees.

Central function employees (PDF, 113KB)

Education function employees (PDF, 131KB)

Gender pay gap reporting Toggle accordion

A message from Chris Naylor, Chief Executive, on gender pay gap reporting

Friday 29 March 2019

Chris Naylor

It matters to us that we keep our positive approach to gender equality under constant review, and over the past year we have tracked and published our gender pay gap on a quarterly basis, in real time to continue to measure our progress. We have been able to see that positive change is happening. We will continue with our commitment over the next year and report mean, median, and quartiles on a quarterly basis.

Legally though we must publish our gender pay gap based on a count day of a year ago.  Our real time gender pay gap shows a very different position to the out of date 2018 information, and we can see that we are successfully narrowing the gap.  In February 2019 our real time median pay gap was -0.46% and our mean pay gap was 1.19%.

We absolutely recognise the need for transparency in reporting on the gender pay gap and the improvements that can bring. We are making real progress to narrow our gender pay gap and while our work is not complete, we are definitely moving in the right direction.

I confirm that the calculations provided on the gender pay gap reporting website, and the London Borough of Barking and Dagenham’s website are correct.

Chris Naylor

Chief Executive, Barking and Dagenham Council

The Barking and Dagenham Council Gender Pay Gap report