UKGC Pay Data: 2% Rise, 85% of Paybill for Bonuses

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UKGC Staff Received 2% Pay Rise in 2022

A Freedom of Information (FOI) request has shed light on the 2022 pay settlement for employees at the UK Gambling Commission (UKGC). The data, released following a request on 6 December 2022, shows that the regulator's 320 staff received a 2% consolidated pay rise, with a significant portion of the overall paybill allocated to one-off performance bonuses.

Why Regulator Pay Matters

For consumers, the operational effectiveness of the UKGC is paramount. The Commission is responsible for licensing, regulating, and monitoring all gambling operators in Great Britain to ensure fairness and safety. The ability to attract and retain expert staff is crucial for fulfilling this mandate. Data on pay and remuneration provides insight into the regulator's resources and its capacity to compete for talent against the high-paying private sector it oversees.

Breakdown of the 2022 Pay Review

The FOI response reveals several key details about the pay review, which had an effective date of April 2022 but was not finalised until November 2022.

Key findings include:

• Overall Paybill Increase: The total paybill for the UKGC increased by 3% as a result of the review.
• Consolidated Rise: All 320 employees received a 2% consolidated, across-the-board increase to their basic pay. This means the increase is permanent and factored into future salary calculations.
• Targeted Increase: An additional 1% of the paybill was targeted to support employees in lower pay grades, although the response noted this figure was still 'to be confirmed' at the time of the disclosure.
• Performance Bonuses: The most striking figure relates to non-consolidated (one-off) bonuses. The UKGC stated that "85% of our paybill is allocated to this award which is non-consolidated." This indicates a substantial allocation for performance-related payments that do not increase an employee's base salary.
• Union Negotiations: The pay agreement was negotiated with the Public and Commercial Services (PCS) Union.

Significance of the Findings

The data reveals a pay strategy that combines a modest, guaranteed basic pay rise with a significant emphasis on variable, one-off bonuses. While the 2% consolidated increase for the lowest-paid employee fell significantly below the UK's rate of inflation for 2022, the large fund for performance awards suggests a mechanism to reward staff without committing to higher long-term salary costs.

This approach is common in the public sector, which often faces constraints on permanent pay increases. However, for a specialist regulator like the UKGC, it raises questions about its long-term ability to retain experienced staff who may be attracted to more stable and higher-paying roles within the gambling industry itself.

The UKGC redacted the names of individuals responsible for the pay review, citing data protection laws under section 40(2) of the Freedom of Information Act. This is a standard exemption used to protect the personal data of non-senior staff.