Report
Annual report and accounts 2023 to 2024
The Gambling Commission's 2023 to 2024 Annual report and accounts. For the period 1 April 2023 to 31 March 2024.
Remuneration report - Remuneration (including salary)
Remuneration of senior managers (salary, expenses and payments in kind) - subject to audit
| 2023 to 2024 | 2022 to 2023 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Directors | 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 |
185 to 190 | 10 to 15 | 0 | 82,000 | 280 to 285 | 170 to 175 (175 to 180 fye)1 | 0 | 1,000 | 84,000 | 255 to 260 |
| Helen Child Head of Governance |
85 to 90 | 0 to 5 | 0 | 34,000 | 125 to 130 | 25 to 30 (80 to 85 fye)1 | 0 to 5 | 0 | 29,000 | 55 to 60 |
| Lucy Denton Director of Communications |
90 to 95 | 0 to 5 | 0 | 36,000 | 130 to 135 | 85 to 90 | 0 to 5 | 0 | 34,000 | 120 to 125 |
| Katharine Diamond General Counsel (from January 2024) |
20 to 25 (105 to 110 fye)1 | 0 | 0 | minus 60003 | 15 to 20 | Not applicable | Not applicable | Not applicable | Not applicable | Not applicable |
| Sarah Gardner Deputy Chief Executive |
130 to 135 | 0 to 5 | 0 | 29,000 | 160 to 165 | 120 to 125 | 0 to 5 | 0 | minus 13,000 | 115 to 120 |
| Helen Gibson Director of Finance and Interim Director of People Services |
110 to 115 | 0 to 5 | 0 | 85,000 | 200 to 205 | 95 to 100 | 0 | 4,100 | 76,000 | 175 to 180 |
| Natasha Harris Director of People Services (from August 2023) |
75 to 80 (115 to 120 fye)1 | 0 to 5 | 0 | 29,000 | 105 to 110 | 95 to 100 | 0 to 5 | 0 | 38,000 | 135 to 140 |
| Kay Roberts Executive Director of Operations (from September 2022) |
120 to 125 | 0 to 5 | 0 | 48,000 | 170 to 175 | 60 to 65 (115 to 120 fye)1 | 0 | 0 | 24,000 | 85 to 90 |
| Tim Miller Executive Director of Insight and Safer Gambling |
110 to 115 | 0 to 5 | 0 | 47,000 | 170 to 175 | 110 to 115 | 0 to 5 | 0 | 44,000 | 155 to 160 |
| John Tanner Executive Director - Fourth National Lottery Committee |
150 to 155 | 0 to 5 | 0 | 57,000 | 210 to 215 | 140 to 145 | 0 to 5 | 0 | minus 29,0003 | 115 to 120 |
| Alistair Quigley Chief Technology Officer |
105 to 110 | 0 to 5 | 0 | 60,000 | 125 to 130 | 100 to 105 | 0 to 5 | 0 | 19,000 | 120 to 125 |
Previous employees
| 2023 to 2024 | 2022 to 2023 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| 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) |
| Nadine Pemberton Jn Baptiste (to 30 November 2023) General Counsel |
70 to 75 (105 to 110 fye)1 | 0 to 5 | 0 | 29,000 | 105 to 110 | 95 to 100 | 0 to 5 | 0 | 38,000 | 135 to 140 |
Fair pay disclosure – pay multiples - Audited
The Gambling 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 2023 to 2024 was £195,000 to £200,000 (2022 to 2023 £175,000 to £180,000). This was 4.85 times (2022 to 2023 4.52 times) the median remuneration of the workforce, which was £40,505 (2022 to 2023 £39,270).
| Description | 2023 to 2024 | 2022 to 2023 |
|---|---|---|
| Band of highest paid directors total remuneration (£ thousands) | 210 to 215 | 175 to 180 |
| Median total remuneration | 40,705 | 39,270 |
| Range of staff remuneration (£ thousands) | 26 to 210 to 215 | 21 to 175 to 180 |
In 2023 to 2024, 0 (2022 to 2023, 0) employees received remuneration in excess of the highest paid director. Remuneration ranged from £26,000 to £185,000 (2022 to 2023 £21,000 to £176,000).
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.
| 2023 to 2024 | 2022 to 2023 | |||||||
|---|---|---|---|---|---|---|---|---|
| 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 | 5.48:1 | 36,019 | 35,569 | 2.64% | 5.06:1 | 35,092 | 34,566 | |
| Median pay ratio | 4.85:1 | 40,705 | 40,505 | 3.65% | 4.52:1 | 39,270 | 38,762 | |
| 75th percentile ratio | 3.62:1 | 54,561 | 54,361 | 4.01% | 3.38:1 | 52,458 | 52,020 | |
These changes are attributable to:
- a change in the highest paid director's remuneration during the year due to a 4.9 percent salary increase and a bonus payment
- changes in base salary for employees who have changed roles within the Commission during 2023 to 2024 and the realignment of salaries on certain generic roles within the organisation
- the median pay ratio which is consistent with the pay, reward and progression policies for the Commission's employees taken as a whole.
Fair pay disclosures – Audited
Percentage change in total salary and bonuses for the highest paid director and staff average
| 2023 to 2024 | 2022 to 2023 | |||
|---|---|---|---|---|
| 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% |
Fair pay disclosures - subject to audit
Percentage change in total salary and bonuses for the highest paid director and staff average
| 2023 to 2024 | 2022 to 2023 | |||
|---|---|---|---|---|
| Description | Total salary and allowances (percentage) | Bonus payments (percentage) | Total salary and allowances (percentage) | Bonus payments (percentage) |
| Staff average | 7.26% | minus 42.70% | 5.95% | 63.48% |
| Highest paid Director | 4.90% | 0.00% | 14.95% | 0.00% |
Staff Average
This is 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 4.5 per cent salary increase during 2023 to 2024 (2 per cent salary increase during 2022 to 2023).
The 7.26 per cent movement in 2023 to 2024 (5.95 per cent, 2022 to 2023) includes the changes in base salary for employees who have changed roles within the Commission during 2023 to 2024.
Bonus payments
The financial year 2023 to 2024 includes bonuses relating to performance during 2022 to 2023 for Executive staff members. Historically bonuses were always paid out in the following year on completion of the annual reviews. During 2022 to 2023 the performance management process was changed for non-executive staff members, and quarterly reviews have been introduced. Staff can be nominated for and receive award vouchers throughout the year, based on their performance.
Highest paid Director
2023 to 2024 base salary has changed during the year due to a 4.9 percent salary increase and a bonus payment.
Senior manager exits - Audited
There were no Senior Manager exits during 2023 to 2024 (2022 to 2023 £nil).
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 committee members
The Commission reappointed Chris Andrew for a second three-year term as the independent member of ARC with effect from 1 January 2022.
The Commission has two independent committee members, who are remunerated for their roles. Chris Andrew sits as a member of Audit and Risk Committee. Victor Olowe was appointed as a member of the National Lottery Committee in September 2023.
Remuneration of Commissioners (salary, expenses and payments in kind)
| 2023 to 2024 | 2022 to 2023 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Commissioners | Salary (in bands of £5,000) |
Bonus payments (in bands of £5,000) |
Expenses as BiK2 (to nearest £100) |
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) |
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 | 2,600 | 15 to 20 | 10 to 15 | 0 | 400 | 15 to 20 | Lloydette Bai-Marrow (from 11 September) |
5 to 10 (10 to 15 fye)1 | 0 | 800 | 5 to 10 | 0 | 0 | 0 | 0 | Marcus Boyle Chair |
50 to 55 | 0 | 1,600 | 55 to 60 | 50 to 55 | 1,500 | 0 | 55 to 60 | Stephen Cohen | 10 to 15 | 0 | 1,300 | 15 to 20 | 10 to 15 | 0 | 100 | 10 to 15 | Charles Counsell (from 11 September 2023) |
5 to 10 (10 to 15 fye)1 | 0 | 1,100 | 5 to 10 | 0 | 0 | 0 | 0 | Helen Dodds (from 11 September 2023) |
5 to 10 (10 to 15 fye)1 | 0 | 200 | 5 to 10 | 0 | 0 | 0 | 0 | Sheree Howard (from 11 September 2023)4 |
0 | 0 | 600 | 0 to 5 | 0 | 0 | 0 | 0 | Claudia Mortimore (from 11 September 2023) |
5 to 10 (10 to 15 fye)1 | 0 | 1,000 | 5 to 10 | 0 | 0 | 0 | 0 |
| Victor Olowe Independent Member of the National Lottery Committee (from 18 September 2023) |
0 to 5 (0 to 5 fye)1 | 0 | 0 | 0 to 5 | 0 | 0 | 0 | 0 | ||
| Helen Phillips from 11 September |
5 to 10 (10 to 15 fye)1 | 0 | 100 | 5 to 10 | 0 to 5 (10 to 15 fye)1 | 0 | 0 | 0 | ||
| David Rossington | 15 to 20 | 0 | 900 | 15 to 20 | 0 to 5 (10 to 15 fye)1 | 0 | 100 | 0 to 5 | ||
| Catharine Seddon | 10 to 15 | 0 | 1,100 | 15 to 20 | 10 to 15 | 0 | 600 | 10 to 15 | ||
Previous non-executives
| 2023 to 2024 | 2022 to 2023 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Commissioner | Salary (in bands of £5,000) |
Bonus payments (in bands of £5,000) |
Expenses as BiK2 (to nearest £100) |
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) |
Total (in bands of £5,000) |
||
| Carol Brady (to 31 July 2023) |
0 to 5 (10 to 15 fye)1
| 0 |
0 |
0 to 5 |
10 to 15 |
0 |
0 |
10 to 15 |
| ||
| Trevor Pearce (to 31 December 2023) |
10 to 15 (10 to 15 fye)1
| 0 |
900 |
10 to 15 |
10 to 15 |
0 |
900 |
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.
Expenses as benefit in kind
The Commission incurred costs for travel, subsistence and accommodation in respect of the Chair 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 and are considered as part of the annual review process. Bonuses relate to the performance in the year in which they become payable to the individual. There were £37,750 bonuses paid to Directors during 2023 to 2024 (2022 to 2023, £14,775)
References
1fye = full-year equivalent.
2BiK - Benefits in Kind for Travel and Subsistence travelling to Victoria Square House.
3 Final salary member (classic or classic plus or premium) who has transitioned to alpha. The final salary pension of a person in employment is calculated by reference to their pay and length of service. The pension will increase from one year to the next by virtue of any pay rise during the year. Where there is no or a small pay rise, the increase in pension due to extra service may not be sufficient to offset the inflation increase – that is, in real terms, the pension value can reduce, hence the negative values.
4 As a full-time employee of another public body (the Financial Conduct Authority (FCA)), Sheree Howard is unremunerated in her role at the Commission.
Last updated: 17 October 2024
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