Civil Service Pay

Jim Shannon Excerpts

Tuesday 7th March 2023 Westminster Hall

[Jim Shannon (Strangford) (DUP)]

I congratulate the hon. Member for Cynon Valley (Beth Winter)—I hope that is the right way of pronouncing her constituency; I am definitely improving—on securing the debate. My constituency borders Belfast, so I have a large number of constituents employed in the civil service. This debate therefore is especially relevant to me.

I have been in this world a wee while. When I was in school, which was not yesterday, most of my friends leaving school sought jobs in the civil service. It offered job progression for many, and people had those jobs for life.

Today, life has changed. People change their jobs much more than they ever did. The problem that I see —others have said this, and I want to confirm it—is that people with civil service jobs come to me in the office in need of genuine help because they have financial difficulties or are using food banks. They sometimes come to me and say, “Jim, I’m under a bit of pressure with my mortgage. Can you approach the mortgage people and see if we can get a bit of space?” They want to make their payments—it is not that they do not want to—but they are having difficulty trying to manage them.

After a lengthy time of small increments and pay freezes, junior and senior civil servants were offered a pay increase of 2% in March 2022, with Departments having the flexibility to pay up to 3% in certain circumstances. By comparison, pay awards of 4% to 5% have been agreed in the public sector following industrial action, while the private sector has agreed awards of over 6%. I am not saying that the private sector should not do that, but if it can do it, civil servants should be given the same.

Overall, the median salary in the civil service has risen by 3% since 2010—less than the median real-terms changes at each individual grade. This is being driven by the increased seniority of the civil service. I read an interesting article, which said:

“While it is likely that at least some of this is a genuine change in composition, it is also likely that some civil servants are being promoted to boost their salaries, to stop them from leaving the civil service and to manage morale, rather than because their skill-set and responsibilities demand it. These promotions are likely to be focused in the middle grades, where there are more roles people can be promoted into than at senior levels. And it is harder to promote a junior official in an administrative, operational role because of the different responsibilities at the EO level.”

It is important to make that public and put it on the record, because that is what is happening to civil servants. They are not getting the pay rises that they justifiably should; instead, they are being moved about and given higher grades. That might help in the short term, but it does not really help them at all.

It is clear that in-house tinkering to try to meet the needs of the workforce has reached its limit, and Ministers must recognise this and begin to find a way forward to meet the need. Being a civil servant used to be known as a job for life—it was when I was a young boy—but staff increasingly feel overworked, underpaid and underappreciated. What a disappointment that is. Some civil servants are left feeling that, because they are not in as bad a financial position as those in retail, they should not complain. There is almost a guilt complex among some of them as well, but the fact is that to have happy, efficient staff, our civil service must lead the way.

To have staff who are not invested in doing the bare minimum but who are thankful for a decent job, we need to restore pride in their work and increase job satisfaction, which comes with the recognition that a decent pay rise takes on board, and I support staff in their aim on this. I am aware that working in the civil service has its advantages, such as decent annual leave, sick pay and maternity pay. These perks have carried people through for many years, but staff are now concerned about how they will stay warm on their days off at home. Given that they cannot afford to go on holidays either, it is clear that the perks are not enough to make people stick at it.

The fact is that those in decent jobs are precluded from the help that comes with universal credit or other benefit streams. Their children do not get free school meals and they are at risk of losing child benefit, despite the fact that they are under more financial pressure than when the child benefit threshold was set in 2013. The price of public transport and parking is up, and all bills have risen, yet their wages have not even tried to compete. There is only so much that a “job for life” means if that life is not of a decent quality. I say with great respect and honesty to the Minister that I join my colleagues on this side of the Chamber in asking for change and for reasonable adjustments to help civil servants to have a normal life like everybody else.