Pay and benefits

The Royal Borough of Windsor and Maidenhead (RBWM) operates locally determined pay, terms and conditions. The transparency data reflects Royal Borough employees earning £50,000 or more each year, as at June 2023. The salary information of the Chief Executive and Executive Directors is shown in detail in the 2022/23 published accounts.

Job Evaluation and salary benchmarking

Decisions are made by evaluating the content of each job using locally set criteria. Senior salaries are then benchmarked against other national and local positions before arriving at a specific salary banding, taking into account factors such as the competitiveness of the market for the role.

Pay and pensions

The remuneration package is made up of a salary and contractual enrolment into the Local Government Pension Scheme (LGPS).

The regulations governing the pension scheme across England and Wales are set by the Ministry of Levelling up, Housing and Communities.

Employees make contributions into the pension fund of between 5.5% and 12.50% of pensionable pay based on nine salary bands, as set out in scheme regulations. The contribution percentage a scheme member pays is determined by how much they are expected to earn in a scheme year and includes all the salary, and additional payments. The scheme employer also makes a contribution to the pension fund at an actuarially agreed rate. The current employer contribution rate payable by Royal Borough of Windsor and Maidenhead in respect of the LGPS is 16.6% of pensionable pay (RBWM Corporate) and 14.8% of pensionable pay (RBWM Property Company).

Teachers belong to the Teachers’ Pension Scheme which currently pays an employer contribution of 28.68% of pensionable payroll. Teacher Employees pay between 7.4% and 11.70% depending on their salary band.


The council's expenses policy applies to all employees regardless of salary and covers items such as reimbursement for travel expenses. Mileage payments are based on the HMRC rates. Some employees are entitled to overtime payments and specific allowances in lieu of overtime relating to working in the evening or shift work.

Returning Officer

The Chief Executive undertakes the role of the council's Returning Officer, appointed for this role under the Representation of the People Act 1983. The Returning Officer is eligible for fees linked to duties undertaken for running national, European, Police and Crime Commissioner or local elections/referenda.

These fees are determined by the number of electors registered in the borough/parliamentary constituency and are determined by a formula operated by the Government for determining fees to all Returning Officers across the country.

Additional Allowances – June 2023

  • Emergency Duty Officer : £150 on completion of a week EDO duty shift.
  • First Aid : £114 per annum.
  • Shift - CCTV : 20% of salary per annum.
  • Standby - answer/make calls : £30 per week.
  • Standby - casual : £400 per annum.
  • Standby - critical specialist : £1,600 per annum.
  • Standby - stay close/close by/able to drive if called out : £55 per week.
  • Overtime pay rates for eligible employees : Hourly rate x 1.5.
  • Public holiday working for eligible employees : Hourly rate x 2.

Pay ratio – June 2023 - Excluding apprentices : Fulltime salaries

  • Highest salary : £180,000.
  • Lowest salary : £20,466.
  • Median salary : £31,288.
  • Ratio : 5.8

Pay ratio – June 2023 - Including apprentices : Fulltime salaries

  • Highest salary : £180,000.
  • Lowest salary : £20,466.
  • Median salary : £31,288.
  • Ratio : 5.8.

Document downloads

Pay and benefits paid to senior staff

Document name Type Size
Senior officers responsibilities and pay pdf 377.33 KB

Human resources team : Contact details

For further information, please contact us by:

Human Resources Team - Royal Borough of Windsor and Maidenhead
Town Hall, St Ives Road
Maidenhead SL6 1RF