NORTH YORKSHIRE COUNCIL

 

EXECUTIVE

 

17 February 2026

 

NYC Pay Policy for Senior Managers

 

Report of the Assistant Chief Executive HR & Business Support

 

1.0

 

PURPOSE OF REPORT  

 

1.1

 

 

This policy statement sets out the pay bands and principal pay terms and conditions for the Council’s senior managers for the next financial year April 2026 to March 2027, as required by the Localism Act 2011.

 

 

2.0     BACKGROUND         

 

2.1       The Localism Act 2011 requires councils to publish an annual pay policy statement to set out the authority's policies for the financial year relating to the remuneration of its chief officers, its lowest-paid employees, and the relationship between these, the pay multiple. The statement defines the lowest-paid employees at the Council.

 

2.2       The statement also includes the authority's policies relating to the level and elements of remuneration for each chief officer, the remuneration of chief officers on recruitment, increases and additions to remuneration for each chief officer, the use of performance-related pay and bonuses for chief officers, the approach to the payment of chief officers on their ceasing to hold office under or to be employed by the authority, and the publication of and access to information relating to remuneration of chief officers. A pay policy statement for a financial year may also set out the authority's policies for the financial year relating to the other terms and conditions applying to the authority's chief officers.

 

2.3       This Pay Policy Statement applies to all Council employees, excluding teachers and employees of local authority schools. It sets out North Yorkshire Council’s approach to the pay of its workforce including the pay of its senior officers as at 1 April 2026.

 

 

3.0     OUTLINE OF THE ISSUE THAT A DECISION IS BEING SOUGHT ON

 

3.1     The pay policy incorporates the decisions of the relevant committees and reflects the national and local agreements with the trade unions recognised for collective bargaining.  The Executive are asked to consider the 2026-2027 Pay Policy and recommend to Full Council, at their meeting on 18 March 2026, the approval of the Pay Policy for publication.

 

4.0     CONCLUSION

 

4.1     The Pay Policy is a legal requirement to publish for the council and provides the parameters within which pay decisions are made by Officers and members throughout the year.

 

5.0     FINANCIAL IMPLICATIONS             

 

5.1     The financial implications of the pay policy have been modelled when changes have been proposed and agreed with the Section 151 officer. 

 

6.0     LEGAL IMPLICATIONS                     

 

6.1     The legal implications arising from the 2026-2027 Pay Policy are covered in the main body of the report.

 

7.0     CLIMATE CHANGE IMPLICATIONS            

 

7.1     Staff travel arrangements have been considered to encourage greener options to limit climate impact, for example encouraging car sharing through a passenger supplement, a cycle allowance, and by offering an electric or hybrid business lease car scheme for those undertaking high business mileage.

 

8.0     EQUALITIES IMPLICATIONS

 

8.1     An equality impact assessment has demonstrated no adverse equality impact. The pay policy applies to all staff across the council equally.

 

 

9.0     REASONS FOR RECOMMENDATIONS                  

 

9.1     A legal requirement to publish the pay policy as set out in the Localism Act 2011.

 

 

11.0

 

RECOMMENDATIONS     

 

11.1

That the Executive consider the 2026-2027 Pay Policy in appendix A and recommend to Full Council, at their meeting on 18 March 2026, the approval of the Pay Policy for publication.

 

 

 

 

Trudy Forster

Assistant Chief Executive HR & Business Support

 

27 January 2026