Employee Pay (DWP)

Jim Shannon Excerpts

Wednesday 18th November 2015 Commons Chamber

[Jim Shannon (Strangford) (DUP)]

I thank the hon. Gentleman for bringing this matter to the House. The issue he has just mentioned is very important. Surely it is right to reward people as they progress and achieve goals and standards of knowledge and expertise, which is very important in the DWP, and move from one level to the next. Does he think that the Government should consider retraining people so that they can step up the wage scale?

[Chris Stephens]

I agree with that, because if there is a pay range and scale, there should be natural progression through experience and training.

With pay increases limited to 1% year on year, simply not enough money is available to create meaningful pay progression and give all staff some annual pay increase. The Treasury has consistently prescribed that any pay progression must be funded from the 1% increase and no additional funds have been made available. My first question to the Department is this: will the DWP change its attitude towards pay progression and allow employees to move up the pay grades and scales?

Let me turn to the increase in pensions and national insurance contributions. DWP staff are members of one of the civil service pension schemes and since 2010 members’ contributions to the pension schemes have been steadily increasing, averaging 3.2% by 2015. These increases have, effectively, eroded the value of the recent 1% pay rise. This has meant that DWP staff take-home pay now has hardly increased at all since 2012. DWP staff also expect to see an increase of around 1.4% in their national insurance contributions in 2016, when the new state pension comes into effect.

Some 40% of DWP staff are on tax credits. The DWP has told the PCS that 40% of DWP staff have to rely on tax credits to supplement their low rates of pay. This is clear evidence of how low pay rates are in the DWP. If the measures to reduce tax credits that were announced in the July Budget were ever to be implemented, there would be a significant impact on DWP staff.

The Government have made many public statements saying that employers should pay a living wage and not make their employees rely on tax credits to supplement low pay. It is ironic, therefore, that so many DWP employees are made to rely on tax credits because the Government will not pay their own staff a decent salary. Furthermore, the Government have justified tax credit cuts by declaring that when their employees lose their tax credits, employers will naturally pay higher wages. However, if the Government rely on tax credits to subsidise the low pay of their own workforce and they are unwilling to compensate these workers who stand to lose from changes to tax credits and the 1% pay cap, it is hard to see how other employers can be expected to practise anything different.

DWP pay is an equality issue. Some 69% of staff are female, predominantly employed in the lower grades.

--- Later in debate ---

[Justin Tomlinson]

I thank the right hon. Gentleman for his intervention, but all good things come to those who wait patiently. I am only part way through my contribution, and I have already addressed some of the points, but more is to come.

Pay and allowances are part of the total reward package. Employees also benefit from a package including a staff discount scheme, generous annual leave entitlement and a defined benefit pension scheme.

On the point about equality, DWP has one of the lowest gender pay gaps in Whitehall. It currently stands at 3.4%. Typically, it is rated at 5%. If an organisation or body is below 5%, they are making progress. The Department is committed to improve that further through the introduction of a range of measures including name-blind recruitment and female representation on senior recruitment panels. This is something that we take very seriously, and we are proud to be leading as a Department in that area.

Let me turn now to the future. The Chancellor of the Exchequer announced in this year’s Budget that the Government will fund the public sector workforce for a pay award of 1% for the length of this Parliament. Each year, DWP negotiates with PCS and other unions on their pay awards and that will continue for future pay deals.

[Jim Shannon]

Very quickly on that, can the Minister give us some indication of the wastage among the staff—those who move on to other jobs? I do not expect an answer now, but could he give me a response later? I ask my question because the hon. Member for Glasgow South West (Chris Stephens) referred to the wage increase for those in similar jobs in different companies. The increase in their wages was significant. I was wondering whether the Minister’s Department was holding on to its staff. If it is not, what steps is he taking to address that?

[Justin Tomlinson]

I will have to come back on those specific details.

The Chancellor also announced in the Budget earlier this year the very welcome introduction of a statutory national living wage for those aged 25 plus from April 2016. Our Secretary of State has long championed the principle that, if people work hard, they should be rewarded. He welcomed the introduction of the national living wage as

“perhaps the most significant measure in all the Budgets that I have listened to during my many years in this House.”—[Official Report, 9 July 2015; Vol. 598, c. 482.]