Report
Annual Report and Accounts 2021 to 2022
The Gambling Commission's 2021 to 2022 Annual Report and Accounts.
Remuneration report - Remuneration (including salary)
The following provides details of the remuneration of the Commissioners and Directors. This has been subject to audit review.
i) Remuneration of Senior Managers (salary, expenses and payments in kind) - audited information
| 2021-22 | 2020-21 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Director | Salary (in bands of £5,000) |
Bonus payments (in bands of £5,000) |
Expenses as BiK2 (to nearest £100) |
Pension benefits (to nearest £1,000) |
Total (in bands of £5,000) |
Salary (in bands of £5'000) |
Bonus payments (in bands of £5,000) |
Expenses as BiK2 (to nearest £100) |
Pension benefits (to nearest £1,000) |
Total (in bands of £5,000) |
| Andrew Rhodes Chief Executive Officer (from 15 June 2021) |
115-120 (145-150 fye)1 | - | 3,500 | 49,000 | 170-175 | - | - | - | - | - |
| Lucy Denton Director of Communications (from 5 July 2021) |
60-65 (80-85 fye)1 | - | - | 25,000 | 85-90 | - | - | - | - | - |
| Sarah Gardner Deputy Chief Executive |
125-130 | - | - | 60,000 | 185-190 | 115-120 (130-135 fye)1 | - | - | 99,000 | 215-220 |
| Helen Gibson Finance Director (from 17 March 2022) |
0-5 (90-95 fye)1 | - | - | 5,000 | 5-10 | - | - | - | - | - |
| Charlotte Leonard Interim Chief Operating Officer (from 15 November 2021) |
40-45 (105-110 fye)1 | - | - | 16,000 | 55-60 | - | - | - | - | - |
| Tim Miller Executive Director - Insight and safer gambling |
110-115 | - | - | 43,000 | 150-155 | 110-115 | - | - | 43,000 | 150-155 |
| Nadine Pemberton General Counsel (from 22 March 2021) |
90-95 | - | - | 36,000 | 125-130 | - | - | - | - | - |
| John Tanner Executive Director – 4NLC |
140-145 | - | - | 8,000 | 145-150 | 140-145 | - | - | 155,0003 | 295-3003 |
| Alistair Quigley Chief Technology Officer |
95-100 | - | - | 29,000 | 125-130 | 95-100 | - | - | 53,000 | 150-155 |
Previous employees
| 2021-22 | 2020-21 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Director | Salary (in bands of £5'000) |
Bonus payments (in bands of £5,000) |
Expenses as BiK2 (to nearest £100) |
Pension benefits (to nearest £1,000) |
Total (in bands of £5,000) |
Salary (in bands of £5'000) |
Bonus payments (in bands of £5,000) |
Expenses as BiK2 (to nearest £100) |
Pension benefits (to nearest £1,000) |
Total (in bands of £5,000) |
| Victoria Beaumont Executive Director – HR (to 31 December 2021) |
85-905(100-105 fye)1 | - | - | 22,000 | 110-115 | 100-105 | - | - | 41,000 | 140-145 |
| Sally Jones Chief Operating (Joint Acting Chief Executive) (from 26 October 2020) |
50-55 (120-125 fye)1 | - | - | 20,000 | 70-75 | 45-50 (120-125 fye)1 | - | - | 19,000 | 65-70 |
| Neil McArthur Chief Executive (to 30 June 2021) |
70-755(145-150 fye)1 | - | - | 21,000 | 90-95 | 145-150 | - | - | 71,000 | 215-220 |
| Marie Perry Chief Financial Officer (to 31 October 2021) |
90-955(100-105 fye)1 | - | - | 23,000 | 110-115 | 100-105 | - | - | 40,000 | 140-145 |
| Helen Venn Executive Director – Licensing and Compliance (to 28 February 2022) |
105-110 (110-115 fye)1 | - | - | 43,000 | 150-155 | 100-105 | - | - | 41,000 | 140-145 |
| Richard Watson Executive Director - Enforcement and Intelligence (to 31 May 2021) |
15-20 (110-115 fye)1 | - | - | 7,000 | 20-25 | 100-105 | - | - | 41,000 | 140-145 |
| Vin Wijeratne Interim Chief Financial Officer (from 18 October 2021 to 29 April 2022) |
130-1354 | - | - | - | 130-135 | - | - | - | - | - |
Fair pay disclosure – pay multiples (audited)
| Data definitions | 2021-22 | 2020-21 |
|---|---|---|
| Band of highest paid directors' total remuneration (£'000) | 150-155 | 145-150 |
| Median total remuneration | 38,124 | 39,063 |
| Range of staff remuneration (£'000) | 19 to 150-155 | 18 to 145-150 |
| 2021-22 | 2020-21 | |||||||
|---|---|---|---|---|---|---|---|---|
| Data definitions | Pay ratio6 | Total pay and benefits | Salary component | Percentage change compared to prior year | Pay ratio7 | Total pay and benefits | Percentage change compared to prior year | |
| 25th percentile ratio | 4.94:1 | 30,866 | 30,566 | -0.49% | 4.76:1 | 31,017 | 30,578 | |
| Median pay ratio | 4.00:1 | 38,124 | 37,454 | -2.40% | 3.78:1 | 39,063 | 39,063 | |
| 75th percentile ratio | 2.96:1 | 51,450 | 51,000 | -9.85% | 2.58:1 | 57,072 | 57,072 | |
These changes are attributable to:
- there has been a change in the highest paid director's remuneration during the year following the appointment of our new Interim Chief Executive Officer (CEO)
- a change in the composition of the workforce due to a high turnover and slow recruitment.
Fair pay disclosures
Percentage change in total salary and bonuses for the highest paid director and staff average
| 2021-22 | 2020-21 | |||
|---|---|---|---|---|
| Data definitions | Total salary and allowances (percentage)6 | Bonus payments (percentage) | Total salary and allowances (percentage) | Bonus payments (percentage) |
| Staff average | 2.05% | -14.61% | 5.38% | 5.19% |
| Highest paid Director | 4.34% | 0.00% | 2.30% | -96.76% |
Staff Average
The average percentage change in base salary from the previous financial year in respect of the employees of the entity taken as a whole. There were no salary increases during 2021-22 due to a pay freeze (2 percent increase 2020-21).
The 2.05 percent movement in 2021-22 (3.38 percent 2020-21) represents the changes in base salary for employees who have changed roles within the Commission during 2021-22. Due to impacts of Covid, bonuses were evenly split to all qualifying employees. 2021-22 bonuses were awarded based on annual appraisals using a scale for outcome.
Highest paid Director
2021-22 base salary has changed during the year due to the appointment of our new Interim Chief Executive Officer (CEO).
Senior manager exits during 2021 to 2022
Redundancy and other departure costs have been paid in accordance with the provisions of the Civil Service Compensation Scheme, a statutory scheme made under the Superannuation Act 1972. The following table shows the total cost of exit packages agreed and accounted for in 2021-22.
| Director | Total exit package (£) |
|---|---|
| Victoria Beaumont Executive Director – HR (to 31 December 2021) |
31,870 |
| Richard Watson Executive Director – Enforcement and Intelligence (to 31 May 2021) This was agreed and fully provided for in 2020-21 |
95,000 |
| Total value of exit package | 126,870 |
Redundancy and other departure costs have been paid in accordance with the provisions of the Civil Service Compensation Scheme, a statutory scheme made under the Superannuation Act 1972 (opens in a new tab).
The previous table shows the total cost of exit packages agreed and accounted for in 2021-22.
Remuneration of Commissioners (salary, expenses and payments in kind) – audited information
| 2021-22 | 2020-21 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Commissioner | Salary (in bands of £5'000) |
Bonus payments (in bands of £5,000) |
Expenses as BiK2 (to nearest £100) |
Pension benefits (to nearest £1,000) |
Total (in bands of £5,000) |
Salary (in bands of £5'000) |
Bonus payments (in bands of £5,000) |
Expenses as BiK2 (to nearest £100) |
Pension benefits (to nearest £1,000) |
Total (in bands of £5,000) |
| Chris Andrew Independent Audit Committee Member |
0-5 | - | - | - | 0-5 | 0-5 | - | - | - | 0-5 |
| David Rossington Independent Committee Member National Lottery |
0-5 | - | - | - | 0-5 | 0-5 | - | - | - | 0-5 |
| Terry Babbs | 10-15 | - | 900 | - | 10-15 | 10-15 | - | - | - | 10-15 |
| John Baillie | 10-15 | - | 1,900 | - | 15-20 | 10-15 | - | 600 | - | 10-15 |
| Brian Bannister | 10-15 | - | - | - | 10-15 | 10-15 | - | - | - | 10-15 |
| Marcus Boyle Chair (from 6 September 2021) |
30-35 (50-55 fye)1 | - | 800 | - | 30-35 | - | - | - | - | - |
| Carol Brady | 10-15 | - | - | - | 10-15 | 10-15 | - | - | - | 10-15 |
| Stephen Cohen | 10-15 | - | 100 | - | 10-15 | 10-15 | - | 100 | - | 10-15 |
| Jo Hill8 | 10-15 | - | 300 | - | 10-15 | 0 (10-15 fye)1 | - | - | - | 0 (10-15 fye)1 |
| Trevor Pearce | 10-15 | - | 800 | - | 10-15 | 10-15 | - | - | - | 10-15 |
| Catharine Seddon | 10-15 | - | 700 | - | 10-15 | 10-15 | - | 100 | - | 10-15 |
Previous non-executives
| 2021-22 | 2020-21 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Commissioner | Salary (in bands of £5'000) |
Bonus payments (in bands of £5,000) |
Expenses as BiK2 (to nearest £100) |
Pension benefits (to nearest £1,000) |
Total (in bands of £5,000) |
Salary (in bands of £5'000) |
Bonus payments (in bands of £5,000) |
Expenses as BiK2 (to nearest £100) |
Pension benefits (to nearest £1,000) |
Total (in bands of £5,000) |
| Bill Moyes Chair (to 5 September 2021) |
20-25 (50-55 fye)1 | - | - | - | 20-25 | 55-60 | - | 800 | - | 55-60 |
Salary
'Salary’ includes gross salary, overtime, reserved rights to London weighting or London allowances, recruitment and retention allowances, private office allowances and any other allowance to the extent that it is subject to United Kingdom (UK) taxation. This report is based on accrued payments made by the Commission and thus recorded in these accounts.
Apart from the Chair and Chief Executive, all Commissioners are paid a fixed amount for work that entails approximately one day of time per week. No employees or Commissioners were remunerated by way of service companies or third parties.
Expenses as benefit in kind
The Commission incurred costs for travel, subsistence and accommodation in respect of the Chairman and the Commissioners whilst attending meetings at Victoria Square House. These expenses could be viewed as benefits in kind and treated by HM Revenue and Customs (HMRC) as a taxable emolument. To avoid doubt, such taxes are paid by the Commission.
Bonuses
Bonuses are based on performance levels attained and are made as part of the appraisal process. Bonuses relate to the performance in the year in which they become payable to the individual. There were no bonuses paid to Directors during 2021-22 nor 2020-21.
Pay multiples – audited information
The Commission is required to disclose the relationship between the remuneration of the highest-paid director in the organisation and the lower quartile, median and upper quartile remuneration of the organisation’s workforce.
The banded remuneration of the highest-paid director in the Commission in the financial year 2021-22 was £150,000 to £155,000 (2020-21 £145,000 to £150,000). This was 4.00 times (2020-21 3.78 times) the median remuneration of the workforce, which was £38,124 (2020-21 £39,063).
In 2021-22, 0 (2020-21 0) employees received remuneration in excess of the highest paid director. Remuneration ranged from £19,000 to £154,000 (2020-21 £18,000 to £147,000).
Total remuneration includes salary, non-consolidated performance-related pay and benefits-in-kind. It does not include severance payments, employer pension contributions and the cash equivalent transfer value of pensions.
References
1 fye - full-year equivalent.
2 BiK - Benefits in Kind.
3 2020-21 restated following a change in pension plan.
4 Interim Chief Financial Officer (CFO) was a temporary post via an agency, costs include agency fees and Value-Added Tax (VAT).
5 Neil McArthur, Marie Perry and Victoria Beaumont left the Commission during 2021-22, their salaries include payment in lieu of notice.
6 2021-22 excludes costs for the Interim Chief Financial
Officer (CFO) (which was a temporary post via an agency), whose full time equivalent value is higher than the Interim CEO, to better reflect the fair pay disclosures.
7 2020-21 restated following a change in pension plan.
8 Jo Hill has not received any payments from the Commission during 2020-21 due to existing employment commitments from her employer, she will be paid by the Commission from April 2021 onwards.
Last updated: 23 March 2023
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