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Employee Benefits HMRC Intranet Site

Following discussions with PCS, the employer has launched an "Employee Benefits" site on the HMRC intranet which advertises a range of benefits/ provisions available to staff. This derives from an initial proposal from the Department to establish a "Total Reward" package.

PCS Concerns

As highlighted in the membership consultation leaflet issued last year on the question of the PCS pay claim for 2008, a key concern around the concept of "Total Reward" (i.e. an emphasis on non-pay reward) is that it would be used by the employer to justify the suppression of pay levels within HMRC.

Following initial proposals by the employer, the union also identified concerns around the inclusion of items which we believed could not realistically be viewed as universal benefits (e.g. attendance at Royal Garden Parties); items which represented legal obligations on the part of the employer rather than "benefits" per se (e.g. health & safety provisions); and inconsistencies in the application of otherwise genuine benefits (e.g. Flexible Working Hours, which is not universally available). 

Advantages for members

The union also took the view that, subject to necessary safeguards, the initiative represented an opportunity to:

  • Better advertise existing benefits and provisions, many of which derive from negotiations with PCS, in order to ensure that members were aware of their entitlements
  • Seek a more consistent approach to the application of available benefits within HMRC
  • Negotiate additional benefits on an ongoing basis in order to improve the overall "package"

Outcome of negotiations

The initial proposals have been revised following discussions with the employer, with a number of insubstantial and/ or negative elements removed.

The package has been rebranded (as "Employee Benefits" rather than "Total Reward") and, as currently defined, now largely represents a mechanism by which to bring together existing guidance, thus rendering the associated policies and provisions more accessible/ better known to members. The package also includes information/ contact details for PCS (and our sister union, ARC) and an encouragement to staff to join a union.   

Importantly, PCS has reached agreement with HMRC that the initiative will be separate from pay and will not be deployed as a mechanism to justify lower pay settlements/ levels within the Department. In addition we have secured commitments that:

  • The package will be reviewed in conjunction with the unions to ensure consistent implementation throughout HMRC
  • It will ensure that benefits such as the ones set out in the "Other facilities" section of the package are made more accessible and widespread wherever possible
  • Additional benefits will be added where possible

Conclusion

The HMRC group executive committee (GEC) has welcomed the assurances/ improvements secured through negotiations, however some unwelcome elements remain - for example remaining issues arising from legislation which are therefore obligations on HMRC rather than staff benefits (including diversity issues); and a reference to Flexible Working Hours being non-contractual (with which PCS has differences with the Department and is the subject of ongoing debate).

The GEC has therefore not formally agreed the Employee Benefits package. The union will continue to engage with the employer in relation to our outstanding concerns, together with the specific commitments secured through negotiations as set out above. 

In the meantime please refer any questions to PCS HQ c/o: andy.thomas@pcs.org.uk