Essex Pay
We have a fair and equitable approach to managing pay which is unique and dynamic. This is referred to internally as Essex Pay. Find out more on the Essex Pay policy (PDF, 255KB).
You can also watch the Essex Pay video below. It explains:
- how your pay is determined and applied
- how jobs are evaluated and moderated
- how we calculate the market rate for the job you do
- how we use progression plans to achieve full capability in the role
- the reason why some people may be paid above the rate for the job
Essex Pay award 2024 to 2025
The annual pay review has been completed for this year. Read the Essex Pay FAQs (PDF, 188KB) for more information. The outcomes include increases to roles and salaries for employees on Essex Pay, which will be applied from 1 April 2024.
The details of the pay award are:
- the minimum rate of pay is increasing to £12.10 per hour (equivalent to £23,344 for a full-time worker) – this is almost £1,000 a year higher than the minimum rate for 2023/24
- all employees who are paid on the Social Care Capability Framework (SCCF) will have an increase of 4% - with the exception of Newly Qualified Social Workers who will receive slightly more than this to align with the market
- for employees on Essex Pay, RFJs (Rate for the Job) will be aligned to the market and most jobs will see the RFJ increase (up to a maximum of 8%) – there are small number of jobs where the current RFJ is higher than the market and these will not be increased
- in the situation where an RFJ is not increased, employees will not receive an increase in pay
The decision not to increase some RFJs was an extremely difficult decision to take as we know people are still impacted by the cost of living situation. However, to protect the integrity of our pay system we have decided we must apply our stated ‘Essex Pay’ policy in full. Not doing so would undermine the robustness of our pay arrangements.
How you will be told about changes to your salary
Employees will receive a personal email before pay day in April from Essex.Pay@essex.gov.uk confirming whether you have a new RFJ and what your salary will be.
Find out about Essex Pay progress plan (PDF, 115KB).
If you have a query relevant to Essex Pay you may log this using the Assyst portal. You can also get financial wellbeing support or help through our Employee Assistance Programme.
Essex Pay grading
Each role in the organisation is given a grade that groups similar roles together in terms of responsibility, accountability, knowledge and know-how. You can find out more about job evaluations and role profiles at Essex.
We have three types of pay grading within Essex Pay: Executive Grades A and B, Main grades C to J, and Social Care pay ranges for front line social care practitioners.
The grade a role is given will affect the general terms and conditions of employment for each group of employees, such as annual leave amounts or how much notice you must give when you intend to leave the role. You can find out more about the terms and conditions of your job grade in the information on employment contracts.
Pay rates
There are no pay rates for people on Essex Pay. Everyone has a Rate for the Job (RFJ), which is individual to their role.
Colleagues in the same role will be paid the same pay rate, except for training and development reasons.
These documents explain more about how equal and fair pay is determined at Essex:
Pay for social care employees is worked out as part of the Social Care Capability Framework.
Essex Pay standards
We provide standards and commitments on what it is to work for Essex.
Essex County Council's commitment is:
- to follow a robust job evaluation process, so jobs are considered under the same criteria
- to publish the job evaluation methodology so that employees have an overview of how it works
- that all employee have a Rate for the Job (RFJ), which is benchmarked and tested with service leads to ensure relevance
- that Essex Pay will be reviewed on an annual basis to maintain local and national alignment
- to maintain the pay system so that it continues to be affordable for the council
Line manager commitment is to:
- understand and communicate positively the Essex pay approach
- fill in any gaps in your pay knowledge and remain updated with each annual review
- provide accurate information needed for job evaluation promptly
- follow guidance for pay on appointment and progress plans
As an employee, your commitment is to:
- follow any progression plans to timescale and let your manager know if anything is preventing you from undertaking your full role
- engage with communications and workshops to develop your understanding of Essex Pay, job evaluation and benchmarking
Other council pay grades
If you are not on Essex Pay, these documents provide information on the other pay scales used by the council: