Bath & North East Somerset Council’s “Being Our Best” programme—a restructuring and pay reform initiative—has come under intense scrutiny following revelations that some of the council’s lowest-paid frontline staff are facing real-terms pay cuts, in addition to increased costs of living including a council tax rise of 5%.
Staff in waste and recycling, IT, social care, and passenger transport are among those reportedly being downgraded by up to two pay grades. Unions have described the move as “a kick in the teeth”, pointing out that while some roles will see pay uplifts, others are being financially penalised with little explanation.
Despite union rejection of the proposals, the Council plans to proceed—using a private consultancy firm to reshape pay scales behind closed doors. There has been no public disclosure of the criteria used or the cost of the consultancy itself. Many fear the changes are less about modernisation and more about avoiding potential equal pay claims.
Though B&NES claims the changes reflect its Pay and Reward Policy—built on fairness and equality—the downgrading of essential services during a cost-of-living crisis tells a different story. One council employee said the process feels discriminatory and undemocratic. Another told us that, after taking a pay cut to join BANES, and having years of below inflation pay rises, it’s simply not true that Officers are being paid above the market median. Others have warned that many are now considering leaving their roles altogether.
Oversight of the scheme has also been questioned. The Council’s Employment Committee, which hasn’t met since November 2023, is currently composed only of Liberal Democrat councillors. The next meeting—set for 14 May 2025 during the Council’s “Values Week”—raises further concerns about transparency and timing.
“These changes hurt the very people who keep our council running,” said Green Leader Cllr Joanna Wright. “It’s unjust—and it must be paused and given greater oversight.”
Green Party councillors received numerous emails from B&NES staff expressing deep concern and distress over the programme—many of whom are willing to speak out about redundancies and pay cuts. However, there are probably many more who are too fearful to come forward, reflecting the culture of anxiety this process has created.
In response, the Green councillors wrote to both the Leader of the Council and the Chief Executive calling for an immediate pause to the Being Our Best (BOB) scheme. They are also engaging with other political groups who share the view that such a sweeping reform must not proceed without proper scrutiny and a full vote at Council—not just the Employment Committee. A committee that hasn’t met in nearly two years and consists solely of councillors from a single political party is not the appropriate forum to make decisions of such far-reaching consequence.
Meanwhile, questions remain over the sizable cost being spent on a private consultancy to deliver this programme—money that could have supported stretched services and staff. At a time when redundancies are looming and frontline workers are being financially penalised, the lack of transparency around this expenditure is problematic. Public money should not be dictated by private, unelected consultants, particularly during a cost-of-living crisis.
If fairness, accountability, and respect for essential services truly matter to B&NES Council, it must pause this process and open it to proper democratic oversight—before irreversible damage is done.