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
Read about our values, staff pay, flexible working and other staff benefits.
Pay policy statement
Read our pay policy statement, which we publish every year.
Senior officers' pay
You can view senior officers' pay.
Fair pay disclosure - the pay multiple
The pay multiple between our chief executive's salary and the average (median) earnings of council staff is 5.2 to 1. Reporting period ending 31 March 2024.
The details below set out the pay multiple for top to median pay for previous years, along with the lower quartile (25th) and upper quartile (75th) pay multiples.
Financial year |
Data from |
Pay Multiple Chief executive to median all employee salaries |
Change from previous year |
Pay Multiple Chief executive to 25th percentile |
Pay Multiple Chief executive to 75th percentile |
2023 to 2024 |
March 2024 |
5.2 : 1 |
0.2 |
6.4 : 1 |
4.4 : 1 |
2022 to 2023 |
March 2023 |
5: 1 |
-0.3 |
6.3 : 1 |
4.1 : 1 |
2021 to 2022 |
March 2022 |
5.3 : 1 |
0 |
6.7 : 1 |
4.3 : 1 |
2020 to 2021 |
March 2021 |
5.3 : 1 |
-0.3 |
|
2019 to 2020 |
March 2020 |
5.6 : 1 |
-0.1 |
|
2018 to 2019 |
March 2019 |
5.7 : 1 |
0 |
|
2017 to 2018 |
March 2018 |
5.7 : 1 |
0 |
|
2016 to 2017 |
March 2017 |
5.7 : 1 |
-0.2 |
|
2015 to 2016 |
March 2016 |
5.9 : 1 |
0 |
|
2014 to 2015 |
March 2015 |
5.9 : 1 |
-0.2 |
|
2013 to 2014 |
March 2014 |
6.1 : 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.
2023 report
Our 2023 report shows that women at Brighton & Hove City Council earn on average 6.5% more than men.
Read our full 2023 gender pay gap report.
2022 report
Our 2022 report shows that women at Brighton & Hove City Council earned on average 7.2% more than men.
Read our full 2022 gender pay gap report.
2021 report
Our 2021 report shows that women at Brighton & Hove City Council earned on average 7.9% more than men.
Read our full 2021 gender pay gap report.
2020 report
In 2020 women at Brighton & Hove City Council earned on average 6.1% more than men.
Read our full 2020 gender pay gap report.
Ethnicity pay gap report
We're publishing the workforce ethnicity pay gap report voluntarily.
2023 to 2024 report
Our 2023 to 2024 report shows the average earnings of BME employees at Brighton & Hove City Council are 5.2% less than White employees. This is based on the median difference between average earnings.
Read our full 2023 to 2024 ethnicity pay gap report.
2022 to 2023 report
Our 2022 to 2023 report shows the average earnings of BME employees at Brighton & Hove City Council are 6.9% less than White employees. This is based on the median difference between average earnings.
Read our full 2022 to 2023 ethnicity pay gap report.
2021 to 2022 report
Our 2021 to 2022 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.
Read our full 2021 to 2022 ethnicity pay gap report.
Disability pay gap report
We're publishing the workforce disability pay gap report voluntarily.
2023 to 2024 report
Our 2023 to 2024 report shows the average earnings of disabled employees at Brighton & Hove City Council are 5.8% less than employees with no disability. This is based on the median difference between average earnings.
Read our full 2023 to 2024 disability pay gap report.
2022 to 2023 report
Our 2022 to 2023 report shows the average earnings of disabled employees at Brighton & Hove City Council are 5.2% less than employees with no disability. This is based on the median difference between average earnings.
Read our full 2022 to 2023 disability pay gap report.
2021 to 2022 report
Our 2021 to 2022 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.
Further information
If you have a payroll query, send an email to HRPayroll@brighton-hove.gov.uk.