Civil Service Compensation Scheme

Christian Matheson Excerpts

Tuesday 19th March 2019 Westminster Hall

[Christian Matheson (City of Chester) (Lab)]

It is a great pleasure to serve under your chairmanship, Ms Buck. I do not intend to detain the Chamber for too long; I am sure Members are more interested in hearing what the Minister has to say.

I pay tribute to my good friend, the hon. Member for Glasgow South West (Chris Stephens). One reason why I do not need to speak for too long is that he gave such a clear exposition of the problems faced by workers in the civil service, and members of the PCS and other trade unions, because of the changes to the civil service compensation scheme. The matter has been particularly prominent recently in the area that he represents because of the changes to benefits offices and jobcentres, as a result of which low-paid workers are being offered jobs that may be many miles away from their settled workplace. They cannot take those jobs, and the only option available to them is to take a pay-off under the civil service compensation scheme, which is now being cut.

I do not want to go into too much of the excellent detail that the hon. Member for Glasgow South West set out, but I will make two points. The first point was touched on by my hon. Friend the Member for Coatbridge, Chryston and Bellshill (Hugh Gaffney). If this change were being made on its own, it would be a matter of sadness and there would be some hope that perhaps an agreement could be reached with the trade unions. Unfortunately, however, it appears to be part of a pattern when it comes to how the Government and the senior management of the civil service deal with their members.

In 2010 the Government implemented a two-year pay freeze, which was followed by a six-year pay cap of 1%. During that period, average salary levels in the civil service fell in value, in comparison with inflation, by between 8.8% according to the CPI calculation and 15.2% according to the retail prices index. Average pay in local government, health and education—all areas that we know have suffered from Government cuts and depressions in pay—has seen increases higher than those in the civil service; the Government have capped civil service pay rises at between 1% and 1.5%.

The Government spending review, which we are currently looking at, has set departmental budgets until 2020. The chief executive of the civil service recently told union negotiators that for 2019, funding for pay increases was 1%. He said that Departments could negotiate higher pay increases by sacrificing terms and conditions. An example of this approach arose in the Ministry of Justice last year. The management proposed a pay increase of 11% over five years, in exchange for a longer working week, cuts to overtime and cuts to sick pay. I make those points about civil service pay because my concern is that a pattern is emerging where, to put it bluntly, civil service management—or, dare I say it, Ministers—seem to have an agenda of driving down terms and conditions across the civil service.

[Chris Stephens]

The hon. Gentleman makes an excellent point. Does he agree that the changes to civil service pay, civil service pensions and the civil service compensation scheme are a triple whammy for civil servants, many of whom are low paid? Is it not ironic that the directors of all these UK Government Departments have agreed that there should be a 1% pay rise for civil servants, and does that not make a mockery of the 200 different sets of pay negotiations in the civil service?

[Christian Matheson]

The hon. Gentleman is absolutely right. He mentioned the civil service pension changes, which complement and add to the pattern of behaviour that I am identifying. It gives me great concern that there is an agenda out there of driving down civil service pay. Suffice it to say that the official Opposition hope that an agreement can be reached with the trade unions. I remind the Minister that trade unions represent many tens of thousands of Government employees. They have a legitimate role in representing their members.

We keep being told that we are coming out of the tunnel after 10 years of depression, that austerity is over, that the Government are being extremely successful in their management of the economy and that sunlight is beaming down through the dark clouds. If that is the case, now is the time to start treating the Government’s own employees more fairly and, in the context of this particular debate, acceding to the requests of the trade unions that represent the Government’s own employees. That means sorting out this dispute—it is, dare I say it, a needless dispute—on the civil service compensation scheme and giving those civil servants a decent pay rise. That decent pay rise will be a percentage of a much smaller amount than it would have been, because their pay has been depressed for so long, but I urge the Minister in the meeting on 25 March to take this matter seriously, to take his employees the civil servants seriously and to give them a fair settlement.

--- Later in debate ---

[Oliver Dowden]

I should say from the outset that no decision has been taken or agreed by permanent secretaries. There is a very clear process for this, which is that for delegated pay, which is that for civil servants below senior civil service level, the framework is set by the Cabinet Office in conjunction with the Treasury and then it is up to each individual Department to make individual decisions.

On the point about co-ordination, the Chancellor of the Duchy of Lancaster and I want to ensure that we have a proper process of engagement with the principal trade unions as we set the delegated framework, but it is important to say that that is not a pay negotiation. We need to understand their position, but the individual pay negotiation must be done by each individual Department. I think having each Department make its individual determination is the right approach, but I am keen to ensure that we engage with the trade unions and others as we consider the overall approach to delegated pay. As I understand it, correspondence is ongoing with the trade unions on the best way of doing that.

Beyond the delegated framework, there is also potential for further efficiency savings to allow for higher pay rises. I have signed them off as a responsible Minister; for example, the Foreign Office recently agreed a two-year pay deal funded by efficiencies, allowing for a 6.4% average uplift for non-SCS staff. It is possible, through smarter ways of working, to fund higher pay awards. I hope that gives hon. Members an overall sense of the approach the Government take to pay.

[Christian Matheson]

Can the Minister describe some of the smarter ways of working that helped to encourage the signing off of that particular pay rise?

[Ms Karen Buck (in the Chair)]

Order. May I encourage the Minister not to stray too far from the subject matter of the debate in responding to that intervention?