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| Date of Issue: | 2nd Sept 2026 |
|---|---|
| Approved by: | PCC |
| Review frequency: | 3 years |
| Version: | 1.0 |
Bracknell Parochial Church Council (“the PCC”) sets out the following procedure approved by the PCC.
Introduction
This policy sets out the principles governing employee remuneration within The Parish of Bracknell (“the Parish”). The Parochial Church Council (“PCC”) is committed to ensuring that pay arrangements are fair, transparent, consistent, and support the recruitment and retention of suitably qualified and skilled employees.
The PCC recognises its responsibility to be a good employer and to exercise appropriate stewardship of church funds when making pay-related decisions.
Purpose
This policy covers those undertaking paid roles on behalf of the PCC.
The policy aims to ensure that:
- Employees are rewarded fairly and appropriately for their work.
- Pay arrangements support the recruitment and retention of suitable employees.
- Pay decisions are made objectively and consistently.
- Equality and fairness are promoted across the Parish.
- Church funds are managed responsibly and transparently.
- The PCC complies with relevant employment, tax, and pension legislation.
Scope
This policy applies to all employees in The Parish of Bracknell. We expect all those acting on behalf of The Parish of Bracknell to work in accordance with this policy when engaged in the business of The Parish of Bracknell.
Policy principles
The PCC is committed to:
- Paying employees fairly and lawfully.
- Complying with all relevant employment legislation.
- Promoting equal pay for work and equal value.
- Making pay decisions free from unlawful discrimination.
- Taking account of relevant market information, available sector pay guidance, and use the Parish financial resources.
- Reviewing pay arrangements regularly to ensure they remain appropriate and sustainable.
Pay levels
PCC are a Real Living wage employer and will pay employees at least a real wage.
When setting and reviewing pay, the PCC may take account of:
- Relevant sector or professional pay scales.
- National and regional salary benchmarking information.
- Professional qualifications and experience.
- The responsibilities and complexity of the role.
- The financial position of the Parish.
The PCC will ensure compliance with all legal obligations relating to salary payments, taxation, National Insurance, and pension contributions.
Pay reviews
The PCC will ensure the level of pay for all roles is reviewed annually.
The review will be undertaken by the employee’s line manager in consultation with the Treasurer, who will make a recommendation about any changes required for approval by the PCC.
In considering any pay recommendation, regard may be given to:
- Changes in responsibilities.
- Performance and competency in role.
- Relevant qualifications and experience.
- Market conditions and benchmarking information.
- The financial position of the Parish.
- Legislative changes effecting employment costs.
The PCC will review and approve pay ranges annually, regardless of whether any amendments are proposed.
Individual salaries within an approved pay range will reflect the requirements of the role together with relevant experience, qualifications, competence, and performance.
Pay reviews do not automatically result in a pay increase.
Exceptional Reviews
An Additional pay review may be undertaken outside the normal annual cycle where justified by exceptional circumstances, including:
- Significant changes to a role’s responsibilities.
- Organisational restructuring.
- Legislative or regulatory changes.
- Recruitment or retention concerns.
Employees will be informed of pay review outcomes by their line manager.
Determination of pay on appointment
Following a recommendation put to it by the line manager of the role and the Treasurer, the PCC will determine the pay range for any vacancy prior to advertising it.
The salary range will be determined by considering:
- The duties and responsibilities of the role.
- Relevant qualifications and experience likely to be required.
- Market and sector pay information.
- Internal pay consistency.
- Equality considerations.
- The affordability of the role within the Parish budget.
The range should anticipate the scope of qualifications and experience of potential candidates suitable for the role.
Equal pay
The PCC is committed to the principle of equal pay for work of equal value.
All pay decisions will be made fairly and objectively and will not discriminate on the grounds of age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation, or any other protected characteristic under application legislation.
Appeals, complaintes and grievances
Appeals against the outcome of pay reviews, or any other problems in respect of pay, will be dealt with in accordance with the PCC’s policy regarding the handling of complaints and grievances.
Pensions
The PCC will comply with all workplace pension duties required under UK pensions legislation, including automatic enrolment requirements.
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Eligible employees will be automatically enrolled into a qualifying workplace pension scheme and employer contributions will be made in accordance with legal requirements.
Employees who are not eligible for automatic enrolment may have the right to opt into or join a workplace pension scheme. Employer contributions will be made where required by law.
Further information is available from:
https://www.gov.uk/employers-workplace-pensions-rules
Responsibilities
The PCC is responsible for:
- Approving this policy.
- Approving salary ranges and pay recommendations.
- Ensuring appropriate use of Parish funds.
- Ensuring compliance with employment legislation.
The Treasure is responsible for:
- Advising the PCC on affordability and budget implications.
- Advising on legal, tax, and pension obligations.
- Supporting annual pay reviews.
Line Managers are responsible for:
- Conducting pay reviews.
- Making recommendations to the Treasurer and PCC.
- Communicating pay decisions to employees.
Employees are responsible for:
- Raising concerns regarding pay through the appropriate procedures.
- Providing information relevant to pay reviews where requested.
Review of this policy
This policy will be reviewed every three years, or sooner if required by changes in legislation, employment practice, or Parish circumstances.