Technical Notes 2024, Issue 26 - Scottish Local Authority Remuneration Committee Recommendations for Councillors’ Remuneration and Expenses 2024

1. The purpose of this Technical Note is update Members regarding the publication of a Report on councillors’ remuneration by the Scottish Local Authorities Remuneration Committee (SLARC).    
2. Members may recall that in 2023 SLARC undertook a review of councillor remuneration, including looking at remuneration levels as a means of removing barriers to participation and increasing diversity of elected representatives.  A survey was issued after SLARC was reconvened in April 2023 to review renumeration for councillors and examine the role and duties of a modern-day councillor (Technical Note 096/23 refers).  
3. SLARC has now published its report and recommendations.  A link to the report and recommendations on councillor’s remuneration and expenses is attached below. 

Recommendations for Councillors' Remuneration and Expenses [opens in a new window]

4. It is the view of SLARC that the complexity and commitment required to being a councillor has changed since the previous SLARC review in 2011 with social media, increased complexity around governance, reduced support services, and increased workloads meaning councillors can spend more time on the role than was previously recorded.
5. The Report finds that 

• Overall, the demographic make-up of Scotland’s councillors does not mat the general population, with under-representation particularly among women, young people and people with disabilities.
• More than half of councillors who completed the councillors survey reported spending 26 hours per week on formal council duties, while more than 40% consider their role as councillors to be full-time.  38% are either in full-time or part-time work, and 15% are retired in receipt of pensions.
• Nearly 40% of councillors spend 26-40 hours per week on employment, education, or caring duties out with their council duties.
• Social media creates more casework for two thirds of councillors and almost as many have experienced on-line personal criticism.  Almost three quarters of councillors say their involvement in partnerships and committees has become more demanding since they first became involved.
• For councillors who are part of an Administration, particularly Council Leaders, the role has become more complex, reflecting the changing landscape within which local government now operates.  There is significant variation in the time that individual councillors dedicate to the position, particularly between Opposition and Administration councillors.
• The work of councillors cannot easily be defined in terms of full-time or part-time.  However, SLARC believes that while the role of the councillor can usually be undertaken on a part-time basis and Senior Councillor roles requires a full-time commitment, such distinctions between full-time and part-time are no longer appropriate.
• The role of councillors is not always well understood by members of other public bodies, and the scale of their responsibility for key public services and community wellbeing is generally not well understood.
• Some councillors believe that there should be a clearer link between their remuneration package and those received by MSPs or MPs.
• Current remuneration levels are not considered to reflect the complexity of the role of the councillor, and this can be a significant barrier to potential candidates, as well as serving councillors, particularly those who have no other source of income.
• The role of the councillor is often much more demanding than newly elected members understood before standing, but induction and training are provided to new councillors by their councils.
• The current banding structure (i.e., which connects remuneration of councillors to the size of the Council/Council budget and which places East Dunbartonshire Council in Band B) is thought to be unfair by some councils, particularly smaller authorities that believe it has not kept pace with changes to population structures.

6. The Report makes 22 recommendations, including the following:

• Councillors’ remuneration should be increased to 80% of median public sector earnings (resulting in an annual salary of £24,581 with effect from 1 April 2024).
• A resettlement payment should be made to councillors who lose office on a similar basis to MSPs or MPs (one month’s salary per year served, up to a maximum of twelve years).
• The banding currently used as the basis for calculating the salary of senior councillors in Band A should be combined with Band B (affects 10 Councils plus recommendation that minimum number of senior councillors is up to 10).
• Leaders in Band D should be remunerated to the level of an MSP (£67,662) with proportionate arrangements flowing through to Leaders in other bands.  (85% - £57,513 and 70% - £47,363). 
• Consideration should be given to minimum reporting standards for elected members (consider strengthen existing legislation (i.e., 1973 Act) requirements on councillors to perform their duties - councils should monitor and report upon councillor activity levels and attendance at formal council meetings etc). 
• Appropriate support and guidance should be put in place both before and after election (induction, CPD, clerical/admin support etc).
• Councillors’ expenses for travel, subsistence and accommodation same as the provisions applying to officers in respective Councils.
• Review of Bandings in advance of local elections and review internal governance and partnership arrangements.

7. SLARC has advised that the Committee will continue to operate until the end of March 2024 and plans to meet with both SOLACE and COSLA Leaders in the coming weeks.
8. SLARC has also submitted its recommendations to the Minister for Local Government, Empowerment and Planning.