buy-out of allowances or non-pay entitlements.

non-consolidated payments (except for payments related to performance from the non-consolidated performance pot).cost of increases in the non-consolidated performance pot above its existing proportion of total paybill.any remaining historic progression increments.Organisations are reminded that all elements which increase paybill cost must be included in the calculation of a pay award, except employer National Insurance contributions and employer pension contributions.The following must be included: The percentage increase will refer to overall average pay awards within the department and individuals may receive a higher or lower award, as it is for departments to decide how to target their pay award based on their own workforce and business needs, and the criteria as set out above. This year, departments have flexibility to make awards up to an additional 0.5%, to be targeted at lower pay bands.ĭepartments must ensure pay awards are affordable within their Spending Settlements, and are aware of the need to balance other budgetary pressures, with consideration of the wider economy and the Government’s macroeconomic framework. Departments are encouraged to factor in their longer term objectives, including wider workforce priorities that are required to be addressed over the remainder of the Spending Review period, and to target the pay award to address specific priorities in their workforce and pay strategies. This 2023/24 pay remit year is the second of a three year spending settlement for departments. This year, departments are able to make average pay awards up to 4.5%. Key factors determining the 2023/24 pay remit 2.1 Introduction Context and 2023/2024 Headline Range A glossary of terms used in the guidance can be found in section 7.

This guidance does not apply to departments that are already in approved arrangements outside of the pay remit guidance including those in multi-year deals. The guidance provides a framework within which all departments will set pay for 2023/24 and for departmental pay strategies and pay reporting.

Where reference is made to civil servants, it also includes references to other workers employed in an organisation covered by this guidance. This guidance covers pay setting arrangements for civil servants throughout the Civil Service, including departments, non-ministerial departments and agencies, as well as for public sector workers in non-departmental public bodies and other arm’s length bodies. Scope and purpose of the pay remit guidance

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