
MPs to be handed inflation-busting £2,558 pay rise
MPs are set to be handed an inflation-busting pay rise of £2,558.
On Monday, the Independent Parliamentary Standards Authority (Ipsa) announced that it was proposing to increase MPs' pay by 2.8 per cent in April subject to a consultation.
If approved, the increase would take an MP's annual salary to £93,904, up from £91,346. At the start of the last Parliament, in 2019, MPs were paid £79,468.
Ipsa said the proposal was in line with the Government's recommendations on a wider
Richard Lloyd, the chairman of Ipsa, said the body aimed to 'make fair decisions on pay, both for MPs and the public'.
He added: 'Our pay proposal for 2025/26 reflects the experience of the wider working public sector population, and recognises both the vital role of MPs and the current economic climate.'
MPs do not determine their own salaries, which have been set by Ipsa since the watchdog was established in 2009 by the Parliamentary Standards Act in the wake of
Ipsa is an independent body, which allows it to make decisions and consider a range of metrics when deciding on MPs' pay, including national statistics on pay and reward in the public sector, its own pay principles and the
Ipsa will consult on its proposals until the end of this month, with a final decision published in mid-March. It is also carrying out a wider review of MPs' salaries, which it is obliged to do in the first year after an election.
Last year, MPs' pay
John O'Connell, the chief executive of the TaxPayers' Alliance, said: 'Taxpayers will be aghast at this inflation-busting pay rise for politicians.
'While households struggle to stay above water because of frozen thresholds, MPs are set to benefit further from the linking of their salaries to public sector pay. Elected officials should show restraint and only accept rises when conditions allow.'
Hashtags

Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles


BBC News
11 minutes ago
- BBC News
Chris Mason: Spending Review a gamble on patience in an era of impatience
The hours, days, weeks and even months after a Spending Review can feel like peeling away the layers of an there is the speech from the chancellor in the Commons: the political rhetoric and the numbers often designed to sound big but which are often there are accompanying documents - in this instance in particular a blue-covered, 128-page tome crammed with words, numbers and work of months, much of it conducted privately with intermittent blasts of authorised and unauthorised briefing, talking up and grumbling, then suddenly bursts out in public demanding digestion. But that takes time. And as the detail is pored over, elements that were not put up in lights by the chancellor become clearer.A good example is the expectation many, many people in England and Wales will be paying higher council tax to help fund the police - something not set out explicitly by Rachel Reeves at the dispatch details on what is planned are expected in the coming weeks - with the government's infrastructure plans due to be set out other elements could take much longer to play out: for example, an obscure budget in a particular department that was culled, only for an outcry in six months time. Or, conversely, a budget that hasn't been culled but is later determined to be a waste of money. Seven ways the Spending Review affects youWinners and losers: Who got what in the review?What has the chancellor has announced? The key pointsWatch: Where the money is being spent The government is seeking to badge this moment as a turning prime minister told the Cabinet and has now written in the Guardian that "this week we bettered a new stage in the mission for national renewal. Last autumn we fixed the foundations. Today we showed Britain we will rebuild."Let's curiosity here is the standard critique of political leaders is turned on its head with much of this Spending often the grumble is one of short-termism, the quick win, the lack of strategic long term yet the gamble the government has taken is a willingness for patience in an era of term, so called capital spending, can - the argument goes - transform the public realm and in so doing transform economic it doesn't happen quickly and day-to-day spending is limited, even cut in this at a time of volatile politics and a restlessness among an electorate, many of whom feel squeezed and have done for years and Chancellor Rachel Reeves acknowledged to me there was an impatience for change - the very thing Labour promised - and pointed to an expansion of entitlement to free school meals and breakfast clubs in England, for big bet though remains on economic growth - finding it and sustaining lack of it is the shackle on so much within government and beyond: the national mood, taxes, you name yes the prospect of more tax rises in the autumn will hang in the air all the big test of this Spending Review is the contribution it can make to delivering growth - and when.


Glasgow Times
16 minutes ago
- Glasgow Times
Rate of women being hired into top jobs falls for third year running
The professional networking site revealed that women were hired into just more than a third – 36.8% – of leadership positions in the year to March 1, down 2.1% year-on-year. This has left the rate of female hires into senior roles back where it was in 2020, according to the figures. The data also showed that while more UK women are now in top management roles than they were in 2019 – at 30.9% last year versus 27.6% in 2019 – the progress has slowed significantly in the past two years, rising by just 0.3 percentage points. The figures suggest it becomes more difficult for older generations to reach senior management, with 19.4% of so-called baby boomers – those born between 1946 and 1964 – in these roles compared with 28.9% for gen X, 36.7% for millennials and 39.3% for gen Z. The statistics, compiled by analysing the group's 43 million-strong membership base across the UK, also show that, as of March, women made up 45.8% of hires in the UK, down 4.6% year-on-year. Globally, the figures paint a similar picture, revealing that less than a third of senior leadership roles are held by women (30.9%) despite making up almost half (43.2%) of the worldwide workforce. This 'drop to the top' is most pronounced in the science, technology, engineering and mathematics (Stem) sector, where only around one in eight (12%) of leadership positions are held by women, according to LinkedIn. It is calling for the Government and businesses to promote hiring based on skills rather than qualifications to help ensure women do not get left behind, in particular amid the shift towards artificial intelligence (AI). Janine Chamberlin, head of LinkedIn UK, said: 'Just as AI is reshaping the workplace and demanding more adaptable, collaborative leadership, we're seeing women's progress into senior roles stall for the third year running. 'Women are 20% more likely to have that multi-domain experience, working across different industries and functions, which creates exactly the kind of flexible, agile leaders businesses need for AI transformation. 'Yet we're locking them out of leadership precisely when we need those skills most.' The online giant believes that a skills-based approach to hiring – through prioritising skills over qualifications in recruitment – could broaden the talent pool for women by 6.3 times globally.

Rhyl Journal
16 minutes ago
- Rhyl Journal
Rate of women being hired into top jobs falls for third year running
The professional networking site revealed that women were hired into just more than a third – 36.8% – of leadership positions in the year to March 1, down 2.1% year-on-year. This has left the rate of female hires into senior roles back where it was in 2020, according to the figures. The data also showed that while more UK women are now in top management roles than they were in 2019 – at 30.9% last year versus 27.6% in 2019 – the progress has slowed significantly in the past two years, rising by just 0.3 percentage points. The figures suggest it becomes more difficult for older generations to reach senior management, with 19.4% of so-called baby boomers – those born between 1946 and 1964 – in these roles compared with 28.9% for gen X, 36.7% for millennials and 39.3% for gen Z. The statistics, compiled by analysing the group's 43 million-strong membership base across the UK, also show that, as of March, women made up 45.8% of hires in the UK, down 4.6% year-on-year. Globally, the figures paint a similar picture, revealing that less than a third of senior leadership roles are held by women (30.9%) despite making up almost half (43.2%) of the worldwide workforce. This 'drop to the top' is most pronounced in the science, technology, engineering and mathematics (Stem) sector, where only around one in eight (12%) of leadership positions are held by women, according to LinkedIn. It is calling for the Government and businesses to promote hiring based on skills rather than qualifications to help ensure women do not get left behind, in particular amid the shift towards artificial intelligence (AI). Janine Chamberlin, head of LinkedIn UK, said: 'Just as AI is reshaping the workplace and demanding more adaptable, collaborative leadership, we're seeing women's progress into senior roles stall for the third year running. 'Women are 20% more likely to have that multi-domain experience, working across different industries and functions, which creates exactly the kind of flexible, agile leaders businesses need for AI transformation. 'Yet we're locking them out of leadership precisely when we need those skills most.' The online giant believes that a skills-based approach to hiring – through prioritising skills over qualifications in recruitment – could broaden the talent pool for women by 6.3 times globally.