Staff pay and conditions financial information
We publish information about the gender pay gap and how we provide paid time off for union representatives.
We're committed to being as open as possible about our spending.
This includes publishing information about our senior officers' pay and details of how salaries for all council employees are determined.
Please note that schools based employees fall outside the council’s pay policy and the data provided does not include schools.
Staff pay and benefits
Information about staff pay and benefits, including our pay policy statement, is available on our website and staff intranet.
Senior officers' pay
You can view senior officers' pay.
The ratio between our chief executive's salary and the average (median) earnings of council staff is 5.3 to 1.
This calculation excludes staff based in schools. We make the calculation as set out in the guidance in The Local Government Transparency Code from GOV.UK.
View our current management structure.
Gender pay gap report
The gender pay gap is defined as the average pay gap between male and female staff in hourly pay. All employers with more than 250 employees must now publish their gender pay gap report annually by 30 March.
Our latest report shows that women at Brighton & Hove City Council earn on average 7.9% more than men.
Read our full 2021Gender pay gap report.
For 2020 women at Brighton & Hove City Council earn on average 6.1% more than men.
Read our full 2020 Gender pay gap report.
For 2019 women at Brighton & Hove City Council earn on average 5.8% more than men.
Read our full 2019 Gender Pay Gap Report (PDF 381KB)
For 2018 women at Brighton & Hove City Council earn on average 7% more than men.
Read our full 2018 Gender Pay Gap Report (PDF 388KB)
For 2017, women at Brighton & Hove City Council earned on average 6% more than men.
You can read our full 2017 Gender Pay Gap Report (PDF 400KB).
Ethnicity pay gap report
We are publishing the workforce ethnicity pay gap report on a voluntary basis.
2021 to 2022 report
Our latest report shows the average earnings of BME employees at Brighton & Hove City Council are 5% less than White employees. This is based on the median difference between average earnings.
The ethnic binary categories used by the council for the headline pay gap % have changed between reporting years 2020 and 2021. The updated binary categories referenced in this report, and to be used for future years are White and BME, previously White British and BME were used.
The comparative % pay gap figure to last year’s reporting for 2021 is 3.4%, a 0.3% change.
Read our full 2021 to 2022 Ethnicity pay gap report
For 2020, the average earnings of BME employees at Brighton & Hove City Council are 3.1% less than White British employees. This is based on the median difference between average earnings.
Read our full 2020 Ethnicity pay gap report (PDF 224KB)
Disability pay gap report
We are publishing the workforce disability pay gap report on a voluntary basis.
2021 to 2022 report
Our latest report shows the average earnings of disabled employees at Brighton & Hove City Council are 3.4% less than employees with no disability. This is based on the median difference between average earnings.
The report includes council employees who have self-certified their disability status as either ‘disabled’ or as having ‘no disability’. Our workforce is encouraged to share their equalities data to help us understand the workforce profile and plan actions to address inequalities. Not all employees choose to share their details. This report is based on 80.2% of the workforce on the snapshot date who have disclosed whether they are disabled or have no disability, remaining employees declined to specify and as such are excluded from this report.
Read our full 2021 to 2022 Disability pay gap report
Paid time off for union representatives
Brighton & Hove City Council staff are entitled to join a union.
Representatives of the trade unions we recognise are entitled to paid time off to carry out trade union duties, this is known as 'trade union facility time', under the Local Government Transparency Code the council is required to publish the details of Trade Union Facility Time for 2019 to 2020 (PDF 96KB).
Under a separate requirement governed by the Trade Union (Facility Time Publication Requirements) Regulations 2017, we are also required to publish information relating to all claimed Trade Union activity and facility time.
If you have a payroll query, send an email to HRPayroll@brighton-hove.gov.uk.