Report
Annual Report and Accounts 2021 to 2022
The Gambling Commission's 2021 to 2022 Annual Report and Accounts.
Remuneration report - Pension entitlements
The following provides details of the pension interests of the Commissioners and Directors. This has been subject to audit review.
ii) Pension benefits 2021-22 – audited information
| Directors | Accrued pension at pension age as at 31 March 2022 (in bands of £5,000) |
Accrued lump sum pension at pension age as at 31 March 2022 (in bands of £5,000) |
Real increase in pension at pension age (in bands of £2,500) |
Real increase in pension lump sum at pension age (in bands of £2,500) |
CETV1at 31 March 2022 (£'000s) |
CETV1at 31 March 2021 (£'000s) |
Real increase in CETV1 (£'000s) |
Employer contribution to partnership pension account (nearest £100) |
|---|---|---|---|---|---|---|---|---|
| Andrew Rhodes Chief Executive Officer (from 15 June 2021) |
35-40 | - | 2.5-5 | - | 457 | 408 | 22 | - |
| Lucy Denton Director of Communications (from 5 July 2021) |
5-10 | - | 0-2.5 | - | 69 | 57 | 8 | - |
| Sarah Gardner Deputy Chief Executive |
40-45 | 75-80 | 2.5-5 | 0-2.5 | 648 | 580 | 31 | - |
| Helen Gibson Finance Director (from 17 March 2022) |
25-30 | 45-50 | 0-2.5 | 0-2.5 | 362 | 359 | 3 | - |
| Charlotte Leonard Interim Chief Operating Officer (from 15 November 2021) |
0-5 | - | 0-2.5 | - | 14 | - | 11 | - |
| Tim Miller Executive Director - Insight and safer gambling |
10-15 | - | 2.5-5 | - | 139 | 111 | 17 | - |
| Nadine Pemberton General Counsel (from 22 March 2021) |
0-5 | - | 0-2.5 | - | 23 | - | 17 | - |
| John Tanner Executive Director – 4NLC |
60-65 | 180-185 | 0-2.5 | - | 1,519 | 1,438 | -11 | - |
| Alistair Quigley Chief Technology Officer |
25-30 | - | 0-2.5 | - | 447 | 408 | 14 | - |
Previous employees
| Directors | Accrued pension at pension age as at 31 March 2022 (in bands of £5,000) |
Accrued lump sum pension at pension age as at 31 March 2022 (in bands of £5,000) |
Real increase in pension at pension age (in bands of £2,500) |
Real increase in pension lump sum at pension age (in bands of £2,500) |
CETV1at 31 March 2022 (£'000s) |
CETV1at 31 March 2021 (£'000s) |
Real increase in CETV1 (£'000s) |
Employer contribution to partnership pension account (nearest £100) |
|---|---|---|---|---|---|---|---|---|
| Victoria Beaumont Executive Director – HR (to 31 December 2021) |
5-10 | - | 0-2.5 | - | 83 | 69 | 9 | - |
| Sally Jones Chief Operating Officer (Joint Acting Chief Executive) (from 26 October 2020) |
0-5 | - | 0-2.5 | - | 30 | 15 | 12 | - |
| Neil McArthur Chief Executive (to 30 June 2021) |
60-65 | 120-125 | 0-2.5 | - | 1,102 | 1,085 | 9 | - |
| Marie Perry Chief Financial Officer (to 31 October 2021) |
5-10 | - | 0-2.5 | - | 95 | 78 | 11 | - |
| Helen Venn Executive Director – Licensing and Compliance (to 28 February 2022) |
40-45 | - | 2.2-5 | - | 557 | 510 | 25 | - |
| Richard Watson Executive Director - Enforcement and Intelligence (to 31 May 2021) |
15-20 | - | 0-2.5 | - | 261 | 257 | 4 | - |
Civil Service pensions
Pension benefits are provided through the Civil Service pension arrangements. From 1 April 2015 a new pension scheme for civil servants was introduced – the Civil Servants and Others Pension Scheme or alpha, which provides benefits on a career average basis with a normal pension age equal to the member’s State Pension Age (or 65 if higher). From that date all newly appointed civil servants and the majority of those already in service joined alpha. Prior to that date, civil servants participated in the Principal Civil Service Pension Scheme (PCSPS). The PCSPS has four sections: three providing benefits on a final salary basis (classic, premium or classic plus) with a normal pension age of 60; and one providing benefits on a whole career basis (nuvos) with a normal pension age of 65.
These statutory arrangements are unfunded with the cost of benefits met by monies voted by Parliament each year. Pensions payable under classic, premium, classic plus, nuvos and alpha are increased annually in line with Pensions Increase legislation.
Existing members of the PCSPS who were within 10 years of their normal pension age on 1 April 2012 remained in the PCSPS after 1 April 2015. Those who were between 10 years and 13 years and five months from their normal pension age on 1 April 2012 will switch into alpha sometime between 1 June 2015 and 1 February 2022. All members who switch to alpha have their PCSPS benefits ‘banked’, with those with earlier benefits in one of the final salary sections of the PCSPS having those benefits based on their final salary when they leave alpha. (The pension figures quoted for officials show pension earned in PCSPS or alpha – as appropriate. Where the official has benefits in both the PCSPS and alpha the figure quoted is the combined value of their benefits in the two schemes.).
Members joining from October 2002 may opt for either the appropriate defined benefit arrangement or a ‘money purchase’ stakeholder pension with an employer contribution (partnership pension account).
Employee contributions are salary-related and range between 4.6 percent and 8.05 percent for members of classic, premium, classic plus, nuvos and alpha. Benefits in classic accrue at the rate of 1/80th of final pensionable earnings for each year of service.
In addition, a lump sum equivalent to three years initial pension is payable on retirement. For premium, benefits accrue at the rate of 1/60th of final pensionable earnings for each year of service. Unlike classic, there is no automatic lump sum. Classic plus is essentially a hybrid with benefits for service before 1 October 2002 calculated broadly as per classic and benefits for service from October 2002 worked out as in premium.
In nuvos a member builds up a pension based on pensionable earnings during their period of scheme membership. At the end of the scheme year (31 March) the member’s earned pension account is credited with 2.3 percent of their pensionable earnings in that scheme year and the accrued pension is uprated in line with Pensions Increase legislation. Benefits in alpha build up in a similar way to nuvos, except that the accrual rate in 2.32 percent. In all cases members may opt to give up (commute) pension for a lump sum up to the limits set by the Finance Act 2004 (opens in a new tab).
The partnership pension account is a stakeholder pension arrangement. The employer makes a basic contribution of between 8 percent and 14.75 percent (depending on the age of the member) into a stakeholder pension product chosen by the employee from a panel of providers. The employee does not have to contribute, but where they do make contributions, the employer will match these up to a limit of 3 percent of pensionable salary (in addition to the employer’s basic contribution). Employers also contribute a further 0.5 percent of pensionable salary to cover the cost of centrally provided risk benefit cover (death in service and ill health retirement).
The accrued pension quoted is the pension the member is entitled to receive when they reach pension age, or immediately on ceasing to be an active member of the scheme if they are already at or over pension age. Pension age is 60 for members of classic, premium and classic plus, 65 for members of nuvos, and the higher of 65 or State Pension Age for members of alpha. (The pension figures quoted for officials show pension earned in PCSPS or alpha – as appropriate. Where the official has benefits in both the PCSPS and alpha the figure quoted is the combined value of their benefits in the two schemes but note that part of that pension may be payable from different ages.).
Further details about the Civil Service pension arrangements (opens in a new tab).
Cash Equivalent Transfer Values (CETV)
A Cash Equivalent Transfer Value (CETV) is the actuarially assessed capitalised value of the pension scheme benefits accrued by a member at a particular point in time.
The benefits valued are the member’s accrued benefits and any contingent spouse’s pension payable from the scheme. A CETV is a payment made by a pension scheme or arrangement to secure pension benefits in another pension scheme or arrangement when the member leaves a scheme and chooses to transfer the benefits accrued in their former scheme.
The pension figures shown relate to the benefits that the individual has accrued as a consequence of their total membership of the pension scheme, not just their service in a senior capacity to which disclosure applies.
The figures include the value of any pension benefit in another scheme or arrangement which the member has transferred to the Civil Service pension arrangements. They also include any additional pension benefit accrued to the member as a result of their buying additional pension benefits at their own cost.
CETVs are worked out in accordance with The Occupational Pension Schemes (Transfer Values) (Amendment) Regulations 2008 and do not take account of any actual or potential reduction to benefits resulting from Lifetime Allowance Tax which may be due when pension benefits are taken.
Real increase in CETV
This reflects the increase in CETV that is funded by the employer. It does not include the increase in accrued pension due to inflation, contributions paid by the employee (including the value of any benefits transferred from another pension scheme or arrangement) and uses common market valuation factors for the start and end of the period.
Compensation for loss of office – audited information
8 employees left under Voluntary Exit terms during the period 01 May 2021 and 31 March 2022. They received separate compensation payments totalling £329,794. Four of the employees effected were senior managers or executives.
Remuneration Committee
The members of the Remuneration Committee consists of Trevor Pearce (Chair), Carol Brady and Catharine Seddon. Catharine joined the Committee in 2020 with her first meeting in July 2020. (Details of Commissioners can be found within the Accountability report onwards).
References
1 CETV - Cash Equivalent Transfer Value
Last updated: 31 August 2022
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