Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+

Personnel Today

Register
Log in
Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+

Civil ServiceHybrid workingLatest NewsPublic sectorPay settlements

Cabinet minister suggests pay cut for civil service home workers

by Jo Faragher 9 Aug 2021
by Jo Faragher 9 Aug 2021 Whitehall
Shutterstock
Whitehall
Shutterstock

An unnamed Cabinet minister has suggested that civil servants should have their pay cut if they refuse to return to work in the office.

According to reports in the Daily Mail, the minister said that “people who have been working from home aren’t paying their commuter costs so they have had a de facto pay rise, so that is unfair on those who are going into work”.

Return to offices

Podcast: Professor Cary Cooper on the future of the workplace 

Coronavirus and return-to-work planning: Letter setting out your organisation’s workplace reopening plans

“If people aren’t going into work, they don’t deserve the terms and conditions they get if they are going into work,” the minister added.

Dave Penman, general secretary of the FDA civil service union, said the comments were “insulting”, claiming they “only demonstrate that they are out of touch with modern working practices”.

“Across the economy – in both the private and public sectors – employers are embracing hybrid working, which provides greater work-life balance for employees and reduced office costs for employers,” Penman added.

He pointed to the fact that the government had recently announced that an additional eight government departments will move into the new civil service hub in Leeds, facilitated by hybrid working.

Its Places for Growth strategy that will move civil service jobs out of London is predicated on at least 40% of roles being done remotely, he pointed out.

“What should matter to ministers is whether public services are being delivered effectively, not where individual civil servants are sitting on a particular day,” he said.

Flexible working expert and lecturer at Liverpool John Moores University Gemma Dale said that reducing civil servants pay would be “less a pay policy issue than a contractual one” because changes to individual contracts would require consent.

“What union would support such a move? If it only applied to new starters, a two tier workforce would develop. How would it work for hybrid versus totally remote workers? It would not only be unfair but totally unworkable in practice,” she said. 

Alan Price, CEO of BrightHR, said the idea of pay differentials might seem “logical” but that it would depend heavily on individual employees’ roles and responsibilities.

“The way this issue should be approached depends heavily on the work that will be undertaken by the employee and if they will be working full-time or part-time.

“It is not advisable that employers pay staff less for working from home permanently, even on a hybrid basis, if their role will remain the same as when they were fully office-based – unless the employee agrees to it or their employment contract stipulates that such a thing can be done.

“This is because reducing pay due to a change in where an employee’s work is being carried out may be classed as unlawful deduction from wages if the individual is working the same number of hours,  receiving the same amount of workload, and held under the same obligations as when they were in the office.

“Even if the employee agrees to receive a reduction in pay, employers might end up with an indirect sex discrimination claim if it can be shown that more women work from home than men, so employers should be careful. Further claims of constructive dismissal can be brought if an employer has reduced an employee’s pay with no justification for doing so and the employee is forced to resign.”

Stephen Ravenscroft, head of employment at law firm Memery Crystal agreed: “Making a unilateral pay cut would normally constitute a breach of contract, but similarly an employee’s refusal to work in their contracted work location would also be a breach of contract. So this would need a mutually agreed variation of the employment contract if that is possible.

“If not, then rather than reducing pay unilaterally, the employer would need to begin disciplinary action based on the employee’s breach. A reduction in pay is not a normal disciplinary sanction – warnings leading to dismissal are more likely to be applicable.”

Department of Health plans postponed

The Department of Health and Social Care, meanwhile, has announced that it will put on hold plans to bring civil servants back to offices for up to eight days a month.

It had planned to bring into force a requirement that employees come into the office between four and eight days a month from September, but this has now been postponed.

In an announcement seen by The Guardian, the department’s director of HR told staff that it was “clear that we cannot proceed with this phase on the planned timescale”.

The government dropped its advice to work from home where possible on 19 July, and chancellor Rishi Sunak recently told interviewers that young people risked missing out on promotions if they didn’t come back to the office.

The government has encouraged a “gradual return” to offices over the summer, although many employers are keen to retain arrangements where employees work remotely for at least some of the time.

A government spokesperson said: “Our approach, which builds on our learning during the pandemic, takes advantage of the benefits of both office and home-based working across the UK.

Sign up to our weekly round-up of HR news and guidance

Receive the Personnel Today Direct e-newsletter every Wednesday

OptOut
This field is for validation purposes and should be left unchanged.

“Departments have flexibility to make working arrangements which meet their requirements.”

HR roles in the local and national government on Personnel Today


Browse more HR roles in the local and national government

Jo Faragher

Jo Faragher has been an employment and business journalist for 20 years. She regularly contributes to Personnel Today and writes features for a number of national business and membership magazines. Jo is also the author of 'Good Work, Great Technology', published in 2022 by Clink Street Publishing, charting the relationship between effective workplace technology and productive and happy employees. She won the Willis Towers Watson HR journalist of the year award in 2015 and has been highly commended twice.

previous post
CIPD urges employers to ‘take a chance’ on young people
next post
Aldi to create 2,000 jobs in UK over four months

You may also like

Fewer workers would comply with a return-to-office mandate

21 May 2025

Workers ‘wait and see’ as companies struggle to...

16 May 2025

Senior execs at BlackRock to work in office...

8 May 2025

Employers urged to do more to tackle loneliness

1 May 2025

Post-pandemic starters seek more pay for on-site working

10 Apr 2025

One in seven experience workplace abuse, finds major...

2 Apr 2025

Remote working isn’t bad – it just needs...

1 Apr 2025

Hybrid workers less sick and less stressed

28 Mar 2025

Dog owners more likely to want to work...

24 Mar 2025

Disabled workers disadvantaged by return-to-office mandates

13 Mar 2025

  • 2025 Employee Communications Report PROMOTED | HR and leadership...Read more
  • The Majority of Employees Have Their Eyes on Their Next Move PROMOTED | A staggering 65%...Read more
  • Prioritising performance management: Strategies for success (webinar) WEBINAR | In today’s fast-paced...Read more
  • Self-Leadership: The Key to Successful Organisations PROMOTED | Eletive is helping businesses...Read more
  • Retaining Female Talent: Four Ways to Reduce Workplace Drop Out PROMOTED | International Women’s Day...Read more

Personnel Today Jobs
 

Search Jobs

PERSONNEL TODAY

About us
Contact us
Browse all HR topics
Email newsletters
Content feeds
Cookies policy
Privacy policy
Terms and conditions

JOBS

Personnel Today Jobs
Post a job
Why advertise with us?

EVENTS & PRODUCTS

The Personnel Today Awards
The RAD Awards
Employee Benefits
Forum for Expatriate Management
OHW+
Whatmedia

ADVERTISING & PR

Advertising opportunities
Features list 2025

  • Facebook
  • Twitter
  • Instagram
  • Linkedin


© 2011 - 2025 DVV Media International Ltd

Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+