Rutland County Council has formally released its Pay Policy Statement for 2026-2027, detailing a sweeping 3.2% pay increase for its workforce and pulling back the curtain on the compensation packages of its highest-earning officials.
The policy, mandated by the Localism Act, confirms that the Council’s Chief Executive now commands a salary of over £153,500, while the authority continues to grapple with a "pay multiple" that sees the top boss earning more than six times the salary of the lowest-paid staff member.
The Big Boost 3.2% Across the Board
In a move aligned with national negotiations, the Council confirmed that an uplift of 3.2% was applied to salaries following the April 2025 pay award. This increase applies not only to the general workforce from administrative staff to social workers but also to the Chief Executive and senior Directors.
For the lowest-paid employees (Grade 1, SCP 3), the 3.2% increase brings their annual earnings to £24,796, or approximately £12.85 per hour.
The Six-Figure Club: Senior Officer Salaries
The report provides an itemised breakdown of "Chief Officer" pay. These roles are evaluated based on salary models across other Shires and Unitary authorities to ensure Rutland remains competitive.
Top Earners (As of April 1, 2025)
Chief Executive CX £153,583.96
Strategic Directors (Resources, Places, Adults, Children, Law) C02 £105,111.77
Heads of Service (Level 1) HOS1 £86,934.42
Heads of Service (Level 2) HOS2 £78,396.99
Note: There are currently no posts attached to the C01 and C03 intermediate grades.
The "Pay Multiple" Gap
A key requirement of the Localism Act is transparency regarding the gap between the highest and lowest earners.
The Median Gap: The median salary at the Council stands at £32,597. The ratio between the Chief Executive and the average worker is 1 : 4.71.
The Lowest Pay Gap: When compared to the five staff members on the lowest salary point (£24,796), the ratio widens to 1 : 6.19.
Perks and Professional Costs
Beyond basic salary, senior managers receive several additional benefits, though the Council notes they do not receive overtime or bank holiday pay. Instead, they utilise a "Time Off In Lieu" (TOIL) system.
Senior officers are entitled to:
The Chief Executive receives separate fees for duties during Parliamentary and Police & Crime Commissioner elections.
The Council covers membership subscriptions to professional bodies essential to their roles.
Mileage reimbursed at standard HMRC rates.
Pension Pressures
The 2026-2027 policy also highlights the cost of the Local Government Pension Scheme.
While employees contribute between 5.5% and 12.5% of their pay, the Council’s employer contribution rate has been set at a significant 21.8% for the coming year.
Recruiting in a Competitive Market
The Council admitted that recruiting for certain "key posts" remains difficult. To combat this, the policy allows for Market Supplements additional payments on top of a standard grade to attract skilled staff. Furthermore, a local "P05" grade has been maintained to provide higher pay ceilings for specialised roles, with salaries reaching up to £60,865.
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