Pay, Pensions and Benefits

Overall pay and benefits for staff are set by the Council’s Cabinet Members, and this includes those earning over £50,000.  For all officer jobs, the roles are evaluated by comparing the content of each job using the Croner Job Evaluation system which uses a recognised set of job standards.

Once the jobs are set at a particular grade, those grades are then benchmarked bi-annually against other national and local pay rates (using the Croner Job Evaluation system) before confirming specific salaries.  

The Regulations governing the pension scheme are set nationally. Employee pension contributions have increased in recent years and are currently set at between 5.5% and 12.5% of salary (the more you earn the more you contribute). This employee contribution is matched by an employer contribution which also varies and is currently 21.75%. The Pension Fund is managed by East Sussex County Council.

• Pension Contributions – What is my contribution rate ( Listed under Frequently asked questions) 
• Pension Policy 

The Council’s expenses policy applies to all staff and covers things such as reimbursement for 50% of professional fees and travel expenses.

Pay Policy

In accordance with the Localism Act 2011 the Council is required to prepare a Pay Policy statement by 31 March each financial year for agreement by Full Council. The Pay Policy sets out our approach to pay and overall remuneration within the organisation. It will be reviewed and updated as required as necessary through the normal consultative and committee arrangements.

Included within the Pay Policy is information about our Pay Gaps, including disability and ethnicity as well as gender.

• Pay Policy

Pay Multiple

The Council’s ‘pay multiple’ is published below. The breakdown used for the calculation is the median salary across the council relative to the highest salary (including allowances and benefits).

• 2024 – 5.0
• 2023 – 4.9
• 2022 – 4.2
• 2021 – 4.65
• 2020 – 5.09
• 2019 – 4.18
• 2018 – 4.4