Report
Annual Report and Accounts 2022 to 2023
The Gambling Commission's 2022 to 2023 Annual Report and Accounts. For the period 1 April 2022 to 31 March 2023.
Remuneration report - Remuneration (including salary)
The following provides details of the remuneration of the Commissioners and Directors.
Remuneration of Senior Managers (salary, expenses and payments in kind) - subject to audit
| 2022 to 2023 | 2021 to 2022 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Directors | Salary (in bands of £5,000) |
Bonus payments (in bands of £5,000) |
Expenses as BiK1 (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 BiK1 (to nearest £100) |
Pension benefits (to nearest £1,000) |
Total (in bands of £5,000) |
| Andrew Rhodes5 Chief Executive Officer |
170 to 175 (175 to 180 fye)* | 0 | 1,000 | 84,000 | 255 to 260 | 115 to 120 (145 to 150 fye)* | 0 | 3,500 | 49,000 | 170 to 175 |
| Helen Child2 Head of Governance (from December 2022) |
25 to 30 (80 to 85 fye)* | 0 to 5 | 0 | 29,000 | 55 to 60 | not applicable | not applicable | not applicable | not applicable | not applicable |
| Lucy Denton Director of Communications |
85 to 90 | 0 | 0 | 34,000 | 120 to 125 | 60 to 65 (80 to 85 fye)* | 0 | 0 | 25,000 | 85 to 90 |
| Sarah Gardner Deputy Chief Executive |
120 to 125 | 0 to 5 | 0 | minus 13,000 | 115 to 120 | 125 to 130 | 0 | 0 | 60,000 | 185 to 190 |
| Helen Gibson Director of Finance and Interim Director of People Services |
95 to 100 | 0 | 4,100 | 76,000 | 175 to 180 | 0 to 5 (90 to 95 fye)* | 0 | 0 | 5,000 | 5 to 10 |
| Kay Roberts Executive Director of Operations (from September 2022) |
60 to 65 (115 to 120 fye)* | 0 | 0 | 24,000 | 85 to 90 | not applicable | not applicable | not applicable | not applicable | not applicable |
| Tim Miller Executive Director of Insight and Safer Gambling |
110 to 115 | 0 to 5 | 0 | 44,000 | 155 to 160 | 110 to 115 | 0 | 0 | 43,000 | 150 to 155 |
| Nadine Pemberton Jn Baptiste General Counsel |
95 to 100 | 0 to 5 | 0 | 38,000 | 135 to 140 | 90 to 95 | 0 | 0 | 36,000 | 125 to 130 |
| John Tanner Executive Director - Fourth National Lottery Committee |
140 to 145 | 0 to 5 | 0 | minus 29,000 | 115 to 120 | 140 to 145 | 0 | 0 | 8,000 | 145 to 150 |
| Alistair Quigley Chief Technology Officer |
100 to 105 | 0 to 5 | 0 | 19,000 | 120 to 125 | 95 to 100 | 0 | 0 | 29,000 | 125 to 130 |
Previous employees
| 2022 to 2023 | 2021 2022 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Director | Salary (in bands of £5,000) |
Bonus payments (in bands of £5,000) |
Expenses as BiK1 (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 BiK1 (to nearest £100) | Pension benefits (to nearest £1,000) |
Total (in bands of £5,000) |
| Charlotte Leonard3 Interim Chief Operating Officer (from November 2021 to November 2022) |
70 to 75 (105 to 110 fye)* | 0 | 0 | 0 | 75 to 75 | 40 to 45 (105 to 110 fye)* | 0 | 0 | 16,000 | 55 to 60 |
| Vin Wijeratne4 Interim Chief Financial Officers (up to April 2022) |
15 to 20 | 0 | 0 | 0 | 15 to 20 | 130 to 135 | 0 | 0 | 0 | 130 to 135 |
Fair pay disclosure – pay multiples – subject to audit
| Description | 2022 to 2023 | 2021 to 2022 |
|---|---|---|
| Band of highest paid directors total remuneration (£ thousands) | 175 to 180 | 150 to 155 |
| Median total remuneration | 39,270 | 38,124 |
| Range of staff remuneration (£ thousands) | 21 to 175 to 180 | 19 to 150 to 155 |
| 2022 to 2023 | 2021 to 2022 | |||||||
|---|---|---|---|---|---|---|---|---|
| Description | Pay ratio | Total pay and benefits | Salary component | Percentage change compared with prior year | Pay ratio** | Total pay and benefits | Salary component | |
| 25th percentile ratio | 5.06:1 | 35,092 | 34,566 | 13.69% | 4.94:1 | 30,866 | 30,566 | |
| Median pay ratio | 4.52:1 | 39,270 | 38,762 | 3.01% | 4.00:1 | 38,124 | 37,454 | |
| 75th percentile ratio | 3.38:1 | 52,458 | 52,020 | 1.96% | 2.96:1 | 51,450 | 51,000 | |
These changes are attributable to:
- a change in the highest paid director's remuneration during the year due to the Chief Executive Officer (CEO) moving to a permanent contract
- changes in base salary for employees who have changed roles within the Commission during 2022 to 2023 and rebase lining of salaries on certain generic roles within the organisation.
Fair pay disclosures - subject to audit
Percentage change in total salary and bonuses for the highest paid director and staff average
| 2022 to 2023 | 2021 to 2022 | |||
|---|---|---|---|---|
| Description | Total salary and allowances (percentage) | Bonus payments (percentage) | Total salary and allowances (percentage) | Bonus payments (percentage) |
| Staff average | 5.95% | 63.48% | 2.05% | minus 14.61% |
| Highest paid Director | 14.95% | 0.00% | 4.34% | 0.00% |
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 was a 2 percent salary increase during 2022 to 2023 (no salary increases during 2021 to 2022 due to a pay freeze).
The 5.95 percent movement in 2022 to 2023 (2.05 percent 2021 to 2022) includes the changes in base salary for employees who have changed roles within the Commission during 2022 to 2023 and rebase lining of salaries on certain generic roles within the organisation.
Bonus Average
2022 to 2023 includes bonuses relating to performance during 2021 to 2022 and performance during 2022 to 2023. Historically bonuses were always paid out in the following year on completion of the annual reviews. During 2022 to 2023 the appraisal process has changed, and quarterly reviews have been introduced.
Highest paid Director
2022 to 2023 base salary has changed during the year due to the CEO moving to a permanent contract.
There were no senior manager exits during 2022 to 2023 (2021 to 2022 included two exits £126,870). The following table shows the total cost of exit packages agreed and accounted for in 2022 to 2023 and 2021 2022.
Senior manager exits during 2022 to 2023 - subject to audit
| Director | Total exit package (£) |
|---|---|
| There were no senior manager exits | 0.00 |
| Total value of exit package | 0.00 |
Senior manager exits during 2021 to 2022 - subject to audit
| 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 to 2021 |
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 new tab).
Commissioners
The Chair and Commissioners are appointed by the Secretary of State on terms set on the basis of advice from the Civil Service Senior Salaries Review Body.
Appointments are for a period of between three and five years and may be renewed for a further term. Appointments may be terminated at any time by either party giving written notice. Marcus Boyle was appointed as Chair for a five-year term commencing 6 September 2021. Marcus's contract provides for the Chair to work two days per week on average.
Commissioners work on average one day per week. Commissioners’ contracts may be terminated by written notice where the Secretary of State has reason to believe that the Commissioner has been absent from Commission meetings, without explanation, for a period of longer than three months; has become bankrupt or made an arrangement with a creditor; has been convicted of a criminal offence; has breached the Code of Conduct for Board members; or has become incapacitated by physical or mental illness.
The Commissioners’ appointments are not pensionable under the Civil Service pension scheme and no contributions have been paid by the Commission to any other scheme.
Independent member of Audit and Risk Committee
The Gambling Commission reappointed Chris Andrew for a second three-year term as the independent member of the Audit and Risk Committee (ARC) with effect from 1 January 2022. Payment is made for this role.
Remuneration of Commissioners (salary, expenses and payments in kind) – subject to audit
| 2022 to 2023 | 2021 to 2022 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Commissioners | Salary (in bands of £5,000) |
Bonus payments (in bands of £5,000) |
Expenses as BiK1 (to nearest £100) |
Total (in bands of £5,000) |
Salary (in bands of £5,000) |
Bonus payments (in bands of £5,000) |
Expenses as BiK1 (to nearest £100) |
Total (in bands of £5,000) |
||
| Chris Andrew Independent Audit Committee Member |
0 to 5 | 0 | 0 | 0 to 5 | 0 to 5 | 0 | 0 | 0 to 5 | John Baillie | 10 to 15 | 0 | 400 | 15 to 20 | 10 to 15 | 0 | 1,900 | 15 to 20 |
| Marcus Boyle Chair |
50 to 55 | 0 | 1,500 | 55 to 60 | 30 to 35 (50 to 55 fye)* | 0 | 800 | 30 to 35 | ||
| Carol Brady | 10 to 15 | 0 | 0 | 10 to 15 | 10 to 15 | 0 | 0 | 10 to 15 | ||
| Stephen Cohen | 10 to 15 | 0 | 100 | 10 to 15 | 10 to 15 | 0 | 100 | 10 to 15 | ||
| Trevor Pearce | 10 to 15 | 0 | 900 | 15 to 20 | 10 to 15 | 0 | 800 | 10 to 15 | ||
| David Rossing (from January 2023) |
5 to 10 (50 to 55 fye)* | 0 | 100 | 0 to 5 | 0 to 5 | 0 | 0 | 0 to 5 | ||
| Catharine Seddon | 10 to 15 | 0 | 600 | 10 to 15 | 10 to 15 | 0 | 700 | 10 to 15 | ||
Previous non-executives
| 2022 to 2023 | 2021 to 2022 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Commissioner | Salary (in bands of £5,000) |
Bonus payments (in bands of £5,000) |
Expenses as BiK1 (to nearest £100) |
Total (in bands of £5,000) |
Salary (in bands of £5,000) |
Bonus payments (in bands of £5,000) |
Expenses as BiK1 (to nearest £100) |
Total (in bands of £5,000) |
||
| Terry Babbs (to September 2022) |
5 to 10 (10 to 15 fye)*
| 0 |
300 |
5 to 10 |
10 to 15 |
0 |
0 |
10 to 15 |
| ||
| Brian Bannister (to September 2022) |
5 to 10 (10 to 15 fye)*
| 0 |
100 |
5 to 10 |
10 to 15 |
0 |
0 |
10 to 15 |
| ||
| Jo Hill (to September 2022 |
5 to 10 (10 to 15 fye)*
| 0 |
200 |
5 to 10 |
10 to 15 |
0 |
0 |
10 to 15 | |
||
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.
Expense as benefits 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.
The Commission also incurred costs for travel, subsistence and accommodation in respect of some senior management whilst attending meetings at Victoria Square House. These expenses could be viewed as benefits in kind and treated by 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 £14,775 bonuses paid to Directors during 2022 to 2023 (2021 to 2022, £0.00).
References
*fye means full-year equivalent.
**2021 to 2022 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 Chief Executive Officer (CEO), to better reflect the fair pay disclosures
1BiK means Benefits in Kind for Travel and Subsistence travelling to Victoria Square House.
2The Head of Governance role now forms part of the Executive Team from December 2022, as this is a change in year, pension disclosures will not include a prior year comparative.
3The Interim Chief Operating Officer left during In November 2022, as they left the pension scheme with less than two years of qualifying service, therefore they are not entitled to any safeguarded benefits.
4Interim Chief Financial Officer was a temporary post via an agency, costs include agency fees and Value-Added Tax (VAT).
5The Chief Executive Officer (CEO) role became permanent in June 2022, the full year equivalent reflects the salary on the permanent employment.
Last updated: 18 October 2023
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