Democracy Commission Confirms 6.4% Wales Councillors Pay Rise 2026

Key Points

• Councillors’ basic salary across Wales will rise to £21,044 for the 2026-27 financial year, marking a 6.4% increase from the previous year.
• The Democracy and Boundary Commission Cymru has published its Annual Remuneration Report, setting determinations on pay, expenses, and benefits for members of principal councils, community and town councils, fire and rescue authorities, and national park authorities, effective from 1 April 2026.
• This is the Commission’s first remuneration report since assuming functions previously handled by the Independent Remuneration Panel for Wales.
• The pay adjustment retains the link to the Office for National Statistics (ONS) Annual Survey of Hours and Earnings (ASHE) for 2024, aligning the basic salary with three fifths of the all-Wales median.
• Senior roles in principal councils (Bands 1 to 5) will receive the same 6.4% uplift on the role element; the leader of a Group A council will earn £78,917.
• Councils are grouped by population: Group A includes Cardiff, Rhondda Cynon Taf, and Swansea; Group B includes Flintshire, Wrexham, and Gwynedd; Group C includes Denbighshire, Conwy, and Isle of Anglesey.
• Public consultation on the draft report ran from 23 September 2025 to 18 November 2025, receiving 26 email responses raising concerns over ONS data usage and the timing of increases in the final year of the local government electoral cycle, but the draft determinations were adopted unchanged.
• Community and town councils see no changes to payments except for optional financial loss compensation, set at up to £67.45 for periods not exceeding 4 hours and up to £134.90 for periods exceeding 4 hours but not 24 hours.
• The report covers rates for other roles, including Joint Overview and Scrutiny Committees, national park authorities, fire and rescue authorities, and fees for co-opted and lay members with voting rights.
• A resettlement payment scheme is recommended for unsuccessful re-election candidates, with the Commission writing to the Cabinet Secretary to explore regulations ahead of the May 2027 local elections.
• The next annual report for 2027-28 must be published by the end of February 2027, including a review of the remuneration framework and adjustment mechanisms as required by the Welsh Government.

Wales (The Wales Times) February 19,2026 – The Democracy and Boundary Commission Cymru has confirmed a 6.4% pay rise for councillors across Wales, raising the basic salary to £21,044 for the 2026-27 financial year. This decision, detailed in the Commission’s inaugural Annual Remuneration Report, applies from 1 April 2026 and covers pay, expenses, and benefits for elected members in principal councils, community and town councils, fire and rescue authorities, and national park authorities. The report marks the Commission’s first exercise of these powers, previously held by the Independent Remuneration Panel for Wales.

In the foreword, Commission chair Karen Jones stated:

“We are pleased to present the Annual Remuneration Report for 2026–27 from the Democracy and Boundary Commission Cymru.”

She added:

“Our attention now turns to preparing the next report, which will involve a thorough review of both the remuneration framework and the mechanisms used for annual adjustments, as required by the Welsh Government.”

What is the new basic salary for Welsh councillors?

The basic salary for councillors will increase to £21,044, representing a 6.4% uplift from the 2025-26 figure. The Commission explained that this amount is “aligned with three fifths of the all-Wales 2024 ASHE”, maintaining the established link to the Office for National Statistics Annual Survey of Hours and Earnings (ASHE). This methodology ensures councillor remuneration reflects median earnings data across Wales.

The report emphasises that the adjustment applies uniformly to all principal council members, regardless of location or council size. Coverage extends to community and town council (CTC) members, though their payments remain largely unchanged barring a tweak to optional financial loss allowances.

How does the pay rise affect senior council leaders?

For senior roles, the same 6.4% increase applies to the role element of Bands 1 to 5 in principal councils. The salary for a leader of the largest councils—classified as Group A—will reach £78,917. Group A comprises Cardiff, Rhondda Cynon Taf, and Swansea, which serve the highest populations.

Group B councils, including Flintshire, Wrexham, and Gwynedd, and Group C councils such as Denbighshire, Conwy, and Isle of Anglesey, follow similar banding structures scaled to their sizes. The report meticulously groups all Welsh councils by population to ensure equitable remuneration for leadership demands.

What changes for community and town councils?

On community and town councils, the report specifies that “no changes are made to payments to CTC members” aside from optional financial loss compensation. This is now set at “up to £67.45 for each period not exceeding 4 hours” and “up to £134.90 for each period exceeding 4 hours but not exceeding 24 hours”. These rates provide flexibility for members balancing council duties with other employment.

The Commission’s determinations also outline fees for co-opted and lay members with voting rights, alongside rates for Joint Overview and Scrutiny Committees, national park authorities, and fire and rescue authorities. This comprehensive approach ensures consistency across diverse local government bodies.

What was the consultation process like?

The Commission consulted on its draft report from 23 September 2025 to 18 November 2025, receiving 26 responses, all submitted by email. Some respondents raised concerns about “continuing to use ONS data on median salaries in Wales” and the increase’s timing in the “final year of the local government electoral cycle”. Despite these points, the Commission decided “the draft determinations would be adopted for 2026-27”.

This process underscores the Commission’s commitment to stakeholder input while prioritising data-driven decisions. The full report details how feedback was considered but did not alter the final figures.

Why is this the Commission’s first report?

This Annual Remuneration Report is the Democracy and Boundary Commission Cymru’s first since it

“took on the functions previously carried out by the Independent Remuneration Panel for Wales”.

The transition reflects Welsh Government reforms to streamline boundary and democratic oversight. Chair Karen Jones highlighted this milestone in her foreword, signalling a new era for remuneration governance.

The Commission’s expanded remit now includes both boundary reviews and annual pay adjustments, positioning it as a central authority for local democracy in Wales.

What is proposed for unsuccessful election candidates?

The Commission has determined that a “resettlement payment scheme should be established” for councillors who stand for re-election but are unsuccessful. It has “written to the Cabinet Secretary to ask if they are minded to draft regulations for this to be in place for the May 2027 local elections”. If approved, the Commission

“would consult on what a scheme should look like as part of work for the next year’s report”.

This initiative aims to support democratic participation by mitigating financial risks for outgoing members. It aligns with broader efforts to sustain a robust pool of local representatives.

When is the next remuneration report due?

The report states the Commission is

“required to publish its next annual report, for 2027-28, by the end of February 2027”.

This timeline will incorporate the mandated review of the remuneration framework and annual adjustment mechanisms. Welsh Government directives ensure ongoing scrutiny and adaptation to economic conditions.

Future reports will build on this foundation, potentially refining ASHE linkages or introducing new support measures like the resettlement scheme.

How does this fit into broader Welsh local government trends?

The 6.4% rise mirrors national wage pressures while tying directly to Welsh median earnings data. By grouping councils—Group A for largest (Cardiff, Rhondda Cynon Taf, Swansea), Group B (Flintshire, Wrexham, Gwynedd), and Group C (Denbighshire, Conwy, Isle of Anglesey)—the structure accounts for varying responsibilities. Expenses and benefits remain stable, focusing the uplift on base pay.

Critics during consultation questioned ONS reliance amid electoral cycles, but the Commission prioritised consistency. This decision balances fairness with fiscal responsibility in devolved governance.

The report’s scope extends beyond salaries, setting precedents for fire authorities, national parks, and scrutiny committees. For CTCs, the financial loss tweaks offer practical relief without broad increases.

As Wales approaches the 2027 elections, the resettlement proposal could encourage experienced candidates to seek re-election. Commission chair Karen Jones’s forward-looking comments emphasise evolution: thorough framework reviews promise responsive policies ahead.

This comprehensive package, effective 1 April 2026, reinforces councillor roles amid public service demands. With 26 consultation voices heard and data-led uplifts applied, the Democracy and Boundary Commission Cymru sets a measured tone for local remuneration.