Pay policy

Purpose #

The purpose of the dxw pay policy is to give us a framework to pay salaries at the highest level we can, in the fairest way possible and in the most sustainable way for the long-term commercial health of the business. Alongside our mission and values, and the way we look after and develop our teams, it’s an important part of us being able to attract and retain great people.

Principles #

The following principles underpin the policy:

• Transparency
• Parity amongst similar roles
• Equality of pay for those with the same role
• Clear levels of responsibility and accountability
• Clear career progression

How the policy works #

1. Applies to all staff in both billable and non billable teams. Statutory directors will each have a performance framework that is independent from this policy.

2. Billable team pay has published pay points per level, that are based on 3 main factors:

   • Skills for the Information Age (SFIA) standards and rates which clients use to measure dxw against
   • profitability margins based on expected billable rates
   • the labour market and salaries based on this
3. Non billable team pay has published pay bands that are based fundamentally on the labour market, but could also include other factors such as professional qualifications and sales targets.
4. Each director is responsible for overseeing pay for their teams and has overall responsibility for justifying decisions against the principles and criteria in this policy. This policy will be reviewed at least every 2 years. The review will take place between October and February, to avoid changes to salaries shortly before the annual CPI rise. Any changes to pay points / bands will be subject to approval by the dxw board.
5. For roles equivalent to SFIA levels 1-5 we would expect promotions or pay changes to be handled within the team based on the progression framework, with a director or delegated head of taking responsibility for this
6. For roles that are more senior i.e. SFIA level 6 equivalent or above we would expect the board to consider these, with internal interview panels to help make a decision (where necessary)
7. Everyone should have an annual review of their performance and career progression and pay as a minimum after passing probation. It’s up to each line manager to arrange more frequent check-ins on progression, so that the outcome of the annual review is not a surprise
8. Line managers are responsible for ensuring that all staff are given equal opportunities, and pay discussions are fair and inclusive. If staff would like an independent opinion in these discussions, they should contact the People team in the first instance who can facilitate.
9. dxw works with an independent HR advisor, who can assist if needed to help resolve any issues.

Cost of living raise #

We’re currently revising this section of the playbook and this will be updated over the next few months. Directors are responsible for this, with support from the People team, and will be engaging with various forums including the Staff Council.

London weighting #

London weighting of £4,000 per year applies to staff who earn under £40,000 per year to help them with the additional costs of living in London.

• This applies to people who live in a London borough
• If someone’s salary increases above this level, London weighting will gradually taper off (by £500 for each £1000 of extra salary) between £40,000 and £48,000
• The rationale for these numbers is taken from Trust for London research which shows London weighting materially benefits people on salaries under £40,000
• It is subject to tax & NI and is not pensionable
• It is a fixed rate, not uplifted by CPI

We are committed to paying the London living wage or higher for all staff.

Changes to your details #

Please tell us promptly if your name, address, telephone number, next of kin details or banking details change and keep those details up to date in Breathe.

Changes to this page must be approved by a member of the Senior Leadership Team.

Last updated: 30 November 2023 (history)