Report
Annual report and accounts 2024 to 2025
The Gambling Commission's 2024 to 2025 annual report and accounts. For the period 1 April 2024 to 31 March 2025.
Contents
- Foreword
- Performance report
- Accountability report
- Financial statements
- Notes on the accounts
-
- Statement of accounting policies
- Statement of operating costs by operating segment
- Expenditure
- Income cash receipts
- Property, plant and equipment
- Right of use assets
- Intangible assets
- Financial instruments
- Cash and cash equivalents
- Trade and other receivables
- Trade and other payables
- Provisions and charges
- Retirement benefit obligations
- Lease liabilities
- Contingent liabilities disclosed under IAS 37
- Related party transactions
- Amounts of income to the Consolidated Fund
- Events after the reporting period
- Appendices
Remuneration (including salary) (audited)
The following provides details of the remuneration of the Commissioners and Directors.
| 2024 to 2025 | 2023 to 2024 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Directors | Salary (in bands of £5,000) |
Bonus payments (in bands of £5,000) |
Expenses as BiK1 (to nearest £100) |
Pension benefits2 (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 benefits2 (to nearest £1,000) |
Total (in bands of £5,000) |
| Andrew Rhodes Chief Executive Officer |
190 to 195 | 15 to 20 | 0 | 91,000 | 300 to 305 | 185 to 190 | 10 to 15 | 0 | 82,000 | 280 to 285 |
| Sarah Gardner Deputy Chief Executive |
150 to 155 | 5 to 10 | 0 | 183,000 | 340 to 345 | 130 to 135 | 0 to 5 | 0 | 29,000 | 160 to 165 |
| Alistair Quigley Chief Technology Officer |
110 to 115 | 0 | 0 | 57,000 | 165 to 170 | 105 to 110 | 0 to 5 | 0 | 60,000 | 170 to 175 |
| Helen Child Head of Governance |
95 to 100 | 5 to 10 | 0 | 38,000 | 140 to 145 | 85 to 90 | 0 to 5 | 0 | 34,000 | 125 to 130 |
| Helen Gibson Finance Director |
120 to 125 | 5 to 10 | 0 | 79,000 | 205 to 210 | 110 to 115 | 0 to 5 | 0 | 85,000 | 200 to 205 |
| John Tanner Executive Director - Fourth National Lottery Committee |
155 to 160 | 5 to 10 | 0 | 93,000 | 255 to 260 | 150 to 155 | 0 to 5 | 0 | 40,0003 | 190 to 195 |
| Katharine Diamond General Counsel (from January 2024) |
110 to 115 | 0 | 0 | 331,000 | 440 to 445/td> | 20 to 25 (105 to 110 fye)4 | 0 | 0 | minus 60005 | 15 to 20 |
| Lucy Denton Director of Communications |
95 to 100 | 0 | 0 | 40,000 | 135 to 140 | 90 to 95 | 0 to 5 | 0 | 36,000 | 130 to 135 |
| Natasha Harris Director of People Services (from August 2023) |
120 to 125 | 5 to 10 | 0 | 64,000 | 190 to 195 | 75 to 80 (115 to 120 fye)4 | 0 | 0 | 15,000 | 90 to 95 |
| Tim Miller Executive Director - Policy and Research |
125 to 130 | 5 to 10 | 0 | 49,000 | 180 to 185 | 115 to 120 | 0 to 5 | 0 | 47,000 | 170 to 175 |
Previous employees
| 2024 to 2025 | 2023 to 2024 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Directors | Salary (in bands of £5,000) |
Bonus payments (in bands of £5,000) |
Expenses as BiK1 (to nearest £100) | Pension benefits2 (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 benefits2 (to nearest £1,000) |
Total (in bands of £5,000) |
| Kay Roberts Executive Director of Operations (to 31 March 2025) |
120 to 1256 | 0 | 0 | 41,000 | 160 to 165 | 120 to 125 | 0 to 5 | 0 | 48,000 | 170 to 175 | Nadine Pemberton Jn Baptiste General Counsel (to 30 November 2023) |
0 | 0 | 0 | 0 | 0 | 70 to 75 (105 to 110 fye)4 | 0 to 5 | 0 | 29,000 | 105 to 110 |
Fair pay disclosure – pay multiples (audited)
Review of Fair Pay Disclosures
During the year, a comprehensive review of the Hutton Review of Fair Pay Implementation Guidance was undertaken. As a result, the basis of reporting has been updated to ensure consistency across all fair pay and staff-related disclosures. Where changes were identified, prior year figures have been restated to reflect the revised approach. This ensures greater transparency and comparability in line with best practice and public sector reporting standards.
The Gambling Commission is required to disclose the relationship between the highest-paid director remuneration and the lowest, medium and highest quartiles salary and remuneration of the organisation’s workforce.
The banded full year equivalent total remuneration of the highest-paid director in the Commission in the financial year 2024 to 2025 relates to the Chief Executive who received £205,000 to £210,000 (2023 to 2024 £195,000 to £200,000) an increase of 5 percent. This was 4.98 times (2023 to 2024 4.93 times) the median remuneration of the workforce, which was £41,666 (2023 to 24 £40,081).
The following table shows the ratios of the mid-point of the banded remuneration of the highest paid director, to the pay and benefits figures of the employees whose pay and benefits are on the 25th, 50th and 75th percentiles of Commission employees.
| 2024 to 2025 | 2023 to 20247 | ||||||||
|---|---|---|---|---|---|---|---|---|---|
| Description | Total pay and benefits ratio | Total pay and benefits £ | Salary ratio | Salary component £ | Total pay and benefits percentage change compared to prior year | Total pay and benefits ratio | Total pay and benefits £ | Salary ratio | Salary component £ |
| 25th percentile ratio | 5.61:1 | 37,000 | 5.25:1 | 37,000 | 3.62 percent | 5.53:1 | 35,709 | 5.18:1 | 35,709 |
| Median pay ratio | 4.98:1 | 41,666 | 4.66:1 | 41,666 | 3.95 percent | 4.93:1 | 40,081 | 4.62:1 | 40,081 |
| 75th percentile ratio | 3.75:1 | 55,337 | 3.51:1 | 55,337 | 3.83 percent | 3.71:1 | 53,295 | 3.47:1 | 53,295 |
These changes are attributable to:
- changes in base salary for employees who have changed roles within the Commission during 2024 to 2025 and the realignment of salaries on certain generic roles within the organisation
- the median pay ratio is consistent with the pay, reward and progression policies for the Commission's employees taken as a whole.
In 2024 to 2025, none (2023 to 2024 none) of the Commission’s employees received salary in excess of the highest paid director. Employee salary ranged from £26,000 to £194,000 (2023 to 2024 £26,000 to £185,000).
Total remuneration includes salary, non-consolidated performance-related pay, and benefits-in-kind. It does not include severance payments, employer pension contributions or the cash equivalent transfer value of pensions.
We continue to develop our approach to pay and reward as part of the continued implementation of our People Strategy.
Fair pay disclosures (audited)
Percentage change in total pay and benefits for the highest paid director and staff average
| 2024 to 2025 | 2023 to 2024 | |||
|---|---|---|---|---|
| Description | Total pay and benefits (percentage) | Bonus payments (percentage) | Total pay and benefits7 (percentage) | Bonus payments8 (percentage) |
| Staff average | 6.83% | 24.31% | 8.90% | 147.91% |
| Highest paid Director | 5.00% | 33.33% | 4.90% | 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. The Commission applied a 4.6 percent salary increase during 2024 to 2025 (4.5 percent salary increase during 2023 to 2024) to all non-Executive employees. The total pay award was approved for the Commission, as per the Civil Service pay remit guidance.
Bonus and recognition schemes
Performance-related pay
Bonus payments are available only for Executive staff, who are in roles equivalent to the Senior Civil Service (SCS). These bonuses are awarded based on individual performance assessments and are subject to Cabinet Office guidance and departmental moderation processes.
In accordance with the Hutton Review of Fair Pay and the Government Financial Reporting Manual (FReM), the average percentage change in performance pay and bonuses payable is calculated based solely on the SCS population, as they are the only staff eligible for such payments.
For Executive staff members, bonus payments are made as end-of-year non-consolidated performance related pay awards, as part of the annual review process. There were £55,210 bonuses paid to Directors during 2024 to 2025 (2023 to 2024: £37,750).
Recognition and reward scheme
For non-executive staff, the Commission also operates a discretionary recognition and reward scheme to celebrate exceptional contributions and promote a culture of appreciation. This scheme allows colleagues to nominate peers who demonstrate outstanding performance beyond their normal responsibilities and objectives.
While some awards may include non-contractual monetary elements, such as reward vouchers, these are not guaranteed and are awarded at management discretion. The scheme does not form part of a structured performance-related pay framework and is not contractual in nature.
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 UK taxation. This report is based on accrued payments made by the Commission and thus recorded in these accounts.
Commissioners are paid a fixed amount for work that equates to approximately one day of time per week. There are a few exceptions to this, including the Chair and Chief Executive who receive a salary, and one Commissioner who has opted not to be remunerated for their role. 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.
Senior Manager exits (audited)
There was one Senior Manager exit during 2024 to 2025 (2023 to 2024 - no exits).
The following table shows the total cost of exit packages agreed and accounted for in 2024 to 2025 and 2023 to 2024.
| Director | 2024 to 2025 total exit packages | Director | 2023 to 2024 total exit packages |
|---|---|---|---|
| Kay Roberts Executive Director of Operations (to 31 March 2025) |
£30,938 | No Senior Manager exits | £0 |
| Total value | £30,938 | Total value | £0 |
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).
Non-Executive Directors - Commissioners
The Chair and Commissioners are appointed by the Secretary of State on terms based on advice from the Civil Service Senior Salaries Review Body.
Appointments are for a period of between 3 and 5 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 and resigned with effect from 31 January 2025. Marcus's contract provided for the Chair to work 2 days per week on average. Charles Counsell OBE became Interim Chair from 1 February 2025.
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 3 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 has 2 independent committee members, who are remunerated for their roles. Chris Andrew sat as a member of the Audit and Risk Committee (ARC) until 31 December 2024. Rachel Sexton was appointed as the independent member of ARC from 1 January 2025. Victor Olowe sat as a member of the National Lottery Committee until 13 September 2024.
Remuneration of Commissioners (salary, expenses, and payments in kind)
| 2024 to 2025 | 2023 to 2024 | |||||
|---|---|---|---|---|---|---|
| Commissioners | Salary (in bands of £5,000) |
Expenses as BiK1 (to nearest £100) |
Total (in bands of £5,000) |
Salary (in bands of £5,000) |
Expenses as BiK1 (to nearest £100) |
Total (in bands of £5,000) |
| Rachel Sexton Independent Audit Committee Member (from 1 January 2025) |
0 to 5 | 0 | 0 to 5 | 0 | 0 | 0 |
| Charles Counsell Commissioner and Interim Chair (from 1 February 2025) |
20 to 25 (50 to 55 fye)4 | 3,100 | 20 to 25 | 5 to 10 (10 to 15 fye)4 | 1,100 | 5 to 10 |
| Claudia Mortimore | 10 to 15 | 2,600 | 15 to 20 | 5 to 10 (10 to 15 fye)4 | 1,000 | 5 to 10 |
| David Rossington Commissioner and Senior Independent Director |
10 to 15 | 600 | 10 to 15 | 15 to 20 | 900 | 15 to 20 |
| Helen Dodds | 10 to 15 | 300 | 10 to 15 | 5 to 10 (10 to 15 fye)4 | 200 | 5 to 10 |
| Helen Phillips | 10 to 15 | 1,800 | 15 to 20 | 5 to 10 (10 to 15 fye)4 | 100 | 5 to 10 |
| Lloydette Bai-Marrow | 10 to 15 | 1,600 | 15 to 20 | 5 to 10 (10 to 15 fye)4 | 800 | 5 to 10 |
| Sheree Howard9 | 0 | 900 | 0 to 5 | 0 | 600 | 0 to 5 |
Previous Commissioners
| 2024 to 2025 | 2023 to 2024 | |||||
|---|---|---|---|---|---|---|
| Commissioners | Salary (in bands of £5,000) |
Expenses as BiK1 (to nearest £100) |
Total (in bands of £5,000) |
Salary (in bands of £5,000) |
Expenses as BiK1 (to nearest £100) |
Total (in bands of £5,000) |
| Carol Brady (to 31 July 2023) | 0 | 0 | 0 | 0 to 5 (10 to 15 fye)4 | 0 | 0 to 5 |
| Catharine Seddon (to 10 April 2024) | 0 to 5 (10 to 15 fye)4 | 0 | 0 to 5 | 10 to 15 | 1,100 | 15 to 20 |
| Chris Andrew Independent Audit Committee Member (to 31 December 2024) |
0 to 5 | 0 | 0 to 5 | 0 to 5 | 0 | 0 to 5 |
| John Baillie (to 10 April 2024) | 0 to 5 (10 to 15 fye)4 | 100 | 0 to 5 | 10 to 15 | 2,600 | 15 to 20 |
| Marcus Boyle Chair (to 31 January 2025) |
45 to 50 (50 to 55 fye)4 | 1,400 | 45 to 50 | 50 to 55 | 1,600 | 55 to 60 |
| Stephen Cohen (to 11 November 2024) | 5 to 10 (10 to 15 fye)4 | 500 | 5 to 10 | 10 to 15 | 1,300 | 15 to 20 |
| Trevor Pearce (to 31 December 2023) | 0 | 0 | 0 | 10 to 15 (10 to 15 fye)4 | 900 | 10 to 15 |
| Victor Olowe Independent Member of the National Lottery Committee (to 13 September 2024) |
0 to 5 (0 to 5 fye)4 | 0 | 0 to 5 | 0 to 5 (0 to 5 fye)4 | 0 | 0 to 5 |
References
1 BiK - Benefits in Kind for Travel and Subsistence travelling to Victoria Square House.
2 The value of pension benefits accrued during the year is calculated as (the real increase in pension multiplied by 20) less (the contributions made by the individual). The real increase excludes increases due to inflation or any increase or decrease due to a transfer of pension rights.
3 Prior year corrected pension benefit value from MyCSP.
4 fye = full-year equivalent.
5 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.
6 Includes payment of outstanding annual leave.
7 The average percentage change in salary and allowances is calculated based on employees who were in post for the full financial year, excluding the highest paid director. This approach ensures that the calculation reflects underlying pay progression and is not distorted by changes in workforce composition, such as new joiners or leavers, in line with FReM and Hutton Review guidance. Prior year comparatives have been updated to reflect this change.
8 Bonus payments are contractually available only to members of the Senior Civil Service (SCS). Accordingly, the average percentage change in performance pay and bonuses payable is calculated based solely on this group, in line with the Hutton Review of Fair Pay and FReM guidance. Prior year comparatives have been updated to reflect this change.
9 As a full-time employee of another public body (the FCA), Sheree Howard has chosen not to be remunerated in her role at the Commission.
Last updated: 15 October 2025
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