Remuneration report
Chairman’s statement
I am pleased to present the report of the Remuneration and People Committee for 2025/26, which has been a crucial year for the BBC in identifying and addressing pressing issues relating to workplace culture, putting in place important work to ensure the BBC is leading the industry in this area. The report also sets out information on Board and executive remuneration and includes the report on pay disclosures required in the BBC’s Charter, which is reviewed and approved by the Committee.
During the year, the Remuneration and People Committee met seven times, and we also conducted business offline as necessary. I was joined by Muriel Gray and Damon Buffini as Committee members, with Marinella Soldi joining at the end of the year to replace Damon, retaining the important link between our Committee and the Commercial Board. Our work has been supported by Uzair Qadeer, Group Chief People Officer, with input from the Group Reward team, as well as PwC, acting as independent remuneration advisers to the Committee. I thank them all for their support during the year.
The Committee has addressed matters relating to remuneration, with a specific focus on executive pay, as well as wider culture and inclusion activity, including the BBC's response to the Workplace Culture Review. We were particularly pleased to see the importance placed on workplace culture in both the DCMS Green Paper and in our response to their consultation – we fully support the ambition that the BBC should have the highest standards of workplace culture across the industry, and we will do all we can to support that aim.
We have also been pleased to see strong progress against the three-year reward strategy, including enhancements to the approach to pay management aimed at enhancing the link to performance and supporting culture change. To ensure clear alignment to group strategic objectives in our commercial incentives, we have reviewed the measures applicable to the BBC Studios Long Term Incentive Plan.
Executive Committee pay was reviewed in August 2025 and increases were agreed reflecting individual contribution and position against external benchmarking, whilst continuing to monitor the overall envelope of executive pay. The investment in executive pay was consistent with the average increase received by employees and we, as a Committee, are committed to ensuring that pay levels overall continue to represent value for money for the licence fee payer.
Throughout the year, we have approved pay for new appointments to the Executive Committee in accordance with our policies and principles for executive pay, which balance the need for high-calibre leaders, paid appropriately, within a challenging market where pay for executives is becoming increasingly competitive. Despite the climate for executive pay, given the current financial position of the BBC, we have agreed with the proposal that Executive Committee members should be subject to a pay freeze in 2026/27.
We have monitored pay gaps (see Pay gap report) through regular reporting from management and note some minor increases to some of the reported pay gaps but an overall stable position with a clear understanding of the reasons for the pay gaps. We receive regular reports from management on equivalent full-time employee numbers. We have also monitored overall pay costs, and severance payments, as part of our regular business.
We have also taken time this year to review progress against the BBC’s Diversity and Inclusion goals, including reviewing how those schemes relate to market benchmarks and best practice. We look forward to taking forward discussions on what the right levels of ambition should be in the next Charter period and continuing to ensure that the BBC properly represents the diversity of the UK in all its forms.
Overall, I believe this report shows that pay at the BBC is well managed and in line with market norms. The BBC is an asset for everyone in the UK and that includes the people who work for it, so I am pleased that wider people issues continue to be given appropriate attention, focus and resource.
Robbie GibbChair, Remuneration and People Committee29 June 2026
This report sets out the BBC’s remuneration policy for executive directors and senior leaders and details the annual remuneration received by the members of the BBC Board and Executive Committee for the 2025/26 financial year. This includes our annual disclosure of pay as required by the BBC’s Charter.
It has been prepared with consideration of the requirement of the Large and Medium-sized Companies and Groups (Accounts and Reports) Regulations 2008 (as amended) and Listing Rules where these disclosure provisions are relevant to the BBC. The sections on pensions and remuneration received by the BBC Board and Executive Committee have been audited by the National Audit Office, on behalf of the Comptroller and Auditor General, as the BBC's statutory auditor.
The Remuneration and People Committee’s constitution and operation
The Board’s Remuneration Committee, since 1 April 2017, has been responsible for setting the remuneration strategy for the BBC Group and for all aspects of the remuneration of the Executive Committee and Board executive directors. Its members are non-executive directors Robbie Gibb (Chair), Marinella Soldi and Muriel Gray.
The Remuneration Committee takes specialist advice from external professional advisers on some matters, particularly those relating to market practice. During the year, independent advice was received from Willis Towers Watson on executive remuneration, and from PwC as independent advisers to the Committee.
The Committee makes sure that executive remuneration is aligned to the BBC’s purpose and values. It ensures our arrangements are transparent and easily understood, and that remuneration levels are proportionate to contribution.
A management report on pay and headcount is reviewed on a quarterly basis by the Remuneration Committee. Divisional and senior leader approval committees review and approve any exceptional requests for pay adjustments, additional headcount and non-contractual severance.
Board and Executive Committee membership
For the purposes of this report, executive directors are classed as those who sit on the Board along with the other members of the Executive Committee.
The BBC Board consists of 14 members, with a majority of non-executive directors. The Chairman and four non-executive members are appointed by the King-in-Council on the recommendation of Ministers, with one member representing each of the four nations of the UK.
The BBC Board appoints a further five non-executive members through its Nominations and Governance Committee. There are four executive directors on the Board, including the BBC’s Director-General who is the Corporation’s Chief Executive Officer and Editor-in-Chief. More details on membership of the Board can be found on Introducing our Board.
The BBC Board is supported by the Executive Committee, which is responsible for the operational leadership of the Corporation. Details on the remuneration levels for the executive directors can be found below. See membership of the Executive Committee.
BBC Pay Principles
We have an established remuneration framework which embeds our Reward Principles and supports consistent decisions on pay throughout the organisation. Our Reward Principles ensure that we maintain our focus on fair pay and ensure that reward at the BBC is well understood and transparently communicated, as well as balancing the need for market-competitive reward with value for money for the licence fee payer.
Senior Leadership Remuneration Policy
The Remuneration Committee is committed to setting appropriate levels of pay for executive directors that attract, motivate, and retain the best people to lead the BBC and provide value for the licence fee payer. The BBC’s reward principles apply to all staff, executive directors, and senior leaders across the BBC Group.
In setting the BBC’s pay policy, the Committee gives full consideration to the best practice provisions of the UK Corporate Governance Code.
Executive directors and senior leaders are not entitled to the annual pay increase agreed with the Joint Unions and are not automatically entitled to any form of annual increment or progression payment. Pay decisions for executive directors can only be taken by the Remuneration Committee.
Remuneration for executive directors and senior leaders
The following table sets out the current components of remuneration for executive directors and senior leaders.
| Component | Purpose and link to strategy | Operation | Maximum opportunity |
|---|---|---|---|
Base pay | For executive directors, base pay is defined by reference to a discounted market median for total direct remuneration (salary, annual bonus and annualised long-term incentive). For senior leaders, job pay ranges are informed by market median total target cash (base salary, allowances and target bonus) which guide pay decisions. It is expected that this will result in remuneration being discounted to the market as long-term incentives are only offered to a very small group of our senior executives in our commercial entities. No-one is paid below the job pay range minimum for their role and all pay ranges are transparent to the wider BBC workforce. | The following factors are used to determine the level of base pay set for an executive director or senior leader: • scale and complexity of role • knowledge, skills and experiences • performance and contribution • market factors and affordability Salaries are reviewed annually, with increases taking effect from 1 August. A budget is agreed and distributed according to the above factors. Pay ranges for senior leaders are reviewed annually and updated as required. | No prescribed maximum salary or maximum increase for executive directors. Senior leaders have job pay ranges with a minimum and maximum; where an individual is above the maximum of their pay range owing to legacy or commercial reasons their pay will not increase further. |
Variable pay | Leaders employed in the BBC’s commercial businesses are eligible for a performance-related annual bonus. Such bonuses are wholly funded by the commercial businesses and not the licence fee. It is reward for the achievement of short-term strategic goals and profit growth. A limited number of the most senior leaders in the commercial business are eligible for a long-term incentive plan with payments linked to achievement of the strategic objectives for the commercial business. | Executive directors and senior leaders in the Public Service are not entitled to receive a performance bonus. Payments of a bonus in the BBC’s commercial businesses are subject to the achievement of targets based on profit and individual performance. Payments under the long-term incentive plan in the commercial business are linked to achievement of long-term financial and non-financial targets. | No executive director in the Public Service has received a bonus since 2008. For 2025/26, one executive director – CEO BBC Studios – participated in a bonus scheme. The incentive scheme for the CEO has a target bonus of 60% and a maximum of 112.5% of base salary. The CEO BBC Studios is also eligible for the long-term incentive plan. The maximum payout under this scheme after three years is 100% of base salary. |
Benefits – Pension | Pensions are offered in accordance with the pension arrangements offered to all BBC employees. In addition to pensions, life assurance is provided in line with arrangements provided to all BBC employees. | Executive directors and senior leaders can elect to join the BBC’s defined contribution scheme LifePlan. The BBC’s defined benefit scheme is closed for new joiners. Executive directors are provided with death in service life assurance cover of four times their basic salary. | Current policy provides a defined contribution scheme with no salary cap and a maximum employer contribution of 10% of salary. Existing members of a defined benefit pension scheme are capped at the maximum salary for their pension scheme or are subject to a cap in pensionable salary growth. |
Benefits – Transport/travel | Travel benefits are only offered to the Director-General and the Chairman. | The Director-General and the Chairman are contractually entitled to the use of a car and driver but have no entitlement to a personal car allowance or fuel allowance. Some senior leaders are still in receipt of a legacy car allowance. | This is a historic benefit of a fixed value, which has not been offered to new starters since 2012. |
Benefits – Private Medical Insurance (PMI) | There is no company funded private medical insurance. | Some senior leaders and one executive director are still in receipt of a legacy allowance in lieu of PMI. | This is a historic benefit of a fixed value which has not been offered to new starters since 2011. |
Employment contracts and severance | Employment contracts of executive directors have a maximum notice period of six months but are subject to earlier termination for cause. | There is no contractual entitlement to any additional remuneration in the event of early termination other than in the case of termination for reason of redundancy. | In the event of redundancy, all executive directors are entitled to payments equal to one month per year served up to maximum payment of £150,000. |
Other remuneration | Other than awards under the long service policy, there is no entitlement to any other remuneration. | Should any additional remuneration be proposed, full consideration is given to the reputational risk to the BBC, and any such payment would require the approval of the Remuneration Committee, prior to implementing. | There is no prescribed maximum. |
Pension
Executive directors who joined the BBC before 1 December 2010 are eligible to continue to participate in the BBC Pension Scheme (“the Scheme”), which provides for pension benefits on a defined benefit basis. Executive directors who joined the BBC on or after 1 December 2010 are eligible to join LifePlan, which is the BBC’s defined contribution arrangement.
The BBC pays matching contributions to LifePlan for employee contributions at 5%. Employee contributions between 6% and 7% are matched plus an additional 1%. Employee contributions of 8% or more receive the maximum employer contribution of 10%. There is no maximum pensionable salary for contributions to LifePlan.
Executive directors who decide not to join LifePlan or are not already an existing member of the Scheme are, subject to meeting the relevant criteria, automatically enrolled into the National Employment Savings Trust (NEST). The BBC paid 3% and employees paid 5% of qualifying earnings to NEST in 2025/26 in line with statutory requirements. Individuals can choose to opt out of this.
Executive directors’ pension arrangements may be reviewed and amended in response to changes in legislation or similar developments.
Features of the BBC’s pension arrangements that our executive directors participate in alongside other BBC employees are provided in the table below.
Details of the BBC Pension Scheme are available on the myPension website.
| Scheme | BBC Pension Scheme Defined Benefit: Old benefits | BBC Pension Scheme Defined Benefit: New benefits | BBC Pension Scheme Defined Benefit: CAB 2006 | BBC Pension Scheme Defined Benefit: CAB 2011 | LifePlan defined contribution | National Employment Savings Trust (NEST) defined contribution (auto enrolment arrangement) |
|---|---|---|---|---|---|---|
Date closed | 30 September 1996 | 31 October 2006 | 30 November 2010 | 1 January 2012 | Open to all eligible employees | Open to all eligible employees |
Accrual | 60ths accrual | 60ths accrual | 1.67% accrual Adjusted in line with inflation | 1.67% accrual Adjusted in line with CPI | BBC will contribute a maximum of 10% of salary if employee contributes 8% with lower sliding scale | BBC will contribute 3% of qualifying earnings (2024/25) |
Salary | Final pensionable | Final pensionable | Career average revalued earnings | Career average revalued earnings | BBC will contribute a maximum of 10% of salary if employee contributes 8% with lower sliding scale | BBC will contribute 3% of qualifying earnings (2024/25) |
Normal pensionable age | 60 | 60 | 65 | 65 | N/A | N/A |
Earnings cap | Joined before 1 June 1989 uncapped, capped otherwise £230,400 | Capped at £230,400 | Capped at £230,400 | Capped at £197,400 | Uncapped | Minimum earnings £6,240 p.a. Maximum earnings £50,270 p.a. (2025/26) |
Pensionable salary growth before the earnings cap is applied | Limited at 1% p.a. | Limited at 1% p.a. | Limited at 1% p.a. | No restriction | N/A | N/A |
Employee contribution (% of pensionable salary) | 7.50% | 7.50% | 4% | 6% | Minimum employee contribution is 5% | 5% of qualifying earnings (2025/26) |
Annual remuneration of the BBC Board and Executive Committee – detail of remuneration received
The table below provides full details of the remuneration received by all BBC Board members for the period in which they served during 2025/26. Remuneration for members shown below relates solely to the period of time when they served on the Board, with fees shown pro-rata where members left or joined during the year.
Details of the Chairs of each of the various BBC committees can be found in Our governance structure. Each Chair receives £5,000 per annum in addition to their base fees. These fees are included in the following table.
BBC Board (audited)
Details of remuneration received (values in £000s).
| Note | Appointment term start date | Appointment term end date | Year | Base pay | Taxable benefits* | Pension-related single figure | Performance related | Total | |
|---|---|---|---|---|---|---|---|---|---|
Non-executive directors |
|
|
|
|
|
|
|
|
|
Samir Shah |
| 04/03/2024 | 03/03/2028 | 2025/26 | £160 | £5 | £0 | £0 | £165 |
|
|
|
| 2024/25 | £160 | £9 | £0 | £0 | £169 |
Shumeet Banerji | 2 | 07/01/2022 | 21/11/2025 | 2025/26 | £21 | £0 | £0 | £0 | £21 |
|
|
|
| 2024/25 | £33 | £0 | £0 | £0 | £33 |
Damon Buffini | 3 | 01/01/2022 | 30/06/2026 | 2025/26 | £38 | £0 | £0 | £0 | £38 |
|
|
|
| 2024/25 | £38 | £0 | £0 | £0 | £38 |
Robbie Gibb |
| 07/05/2021 | 06/05/2028 | 2025/26 | £43 | £0 | £0 | £0 | £43 |
|
|
|
| 2024/25 | £43 | £0 | £0 | £0 | £43 |
Muriel Gray | 4 | 03/01/2022 | 02/01/2030 | 2025/26 | £38 | £0 | £0 | £0 | £38 |
|
|
|
| 2024/25 | £43 | £0 | £0 | £0 | £43 |
Michael Plaut |
| 01/06/2024 | 31/05/2028 | 2025/26 | £38 | £0 | £0 | £0 | £38 |
|
|
|
| 2024/25 | £33 | v | £0 | £0 | £33 |
Jody Ford | 6 | 12/01/2026 | 11/01/2030 | 2025/26 | £7 | £0 | £0 | £0 | £7 |
|
|
|
| 2024/25 | £0 | £0 | £0 | £0 | £0 |
Caroline Thomson |
| 03/04/2025 | 02/04/2029 | 2025/26 | £33 | £0 | £0 | £0 | £33 |
|
|
|
| 2024/25 | £0 | £0 | £0 | £0 | £0 |
Chris Jones |
| 24/07/2023 | 23/07/2027 | 2025/26 | £38 | £0 | £0 | £0 | £38 |
|
|
|
| 2024/25 | £38 | £0 | £0 | £0 | £38 |
Total non-executive directors |
|
|
| 2025/26 | £488 | £5 | £0 | £0 | £493 |
|
|
|
| 2024/25 | £492 | £9 | £0 | £0 | £501 |
Executive directors |
|
|
|
|
|
|
|
|
|
Tim Davie | 7 | 01/09/2020 | 02/04/2026 | 2025/26 | £560 | £5 | £0 | £0 | £565 |
|
|
|
| 2024/25 | £541 | £6 | £0 | £0 | £547 |
Charlotte Moore | 8 | 01/09/2020 | 27/02/2025 | 2025/26 | £0 | £0 | £0 | £0 | £0 |
|
|
|
| 2024/25 | £452 | £2 | £0 | £0 | £454 |
Bérangère Michel | 9 | 05/01/2026 | 04/01/2028 | 2025/26 | £108 | £0 | £0 | £0 | £108 |
|
|
|
| 2024/25 | £0 | £0 | £0 | £0 | £0 |
Rhodri Talfan Davies | 10 | 01/02/2026 | 17/05/2026 | 2025/26 | £54 | £0 | £0 | £0 | £54 |
|
|
|
| 2024/25 | £0 | £0 | £0 | £0 | £0 |
Leigh Tavaziva | 11 | 01/02/2021 | 01/09/2026 | 2025/26 | £484 | £0 | £0 | £0 | £484 |
|
|
|
| 2024/25 | £466 | £0 | £0 | £0 | £466 |
Deborah Turness | 12 | 05/09/2022 | 09/11/2025 | 2025/26 | £270 | £0 | £2 | £0 | £272 |
|
|
|
| 2024/25 | £431 | £0 | £0 | £0 | £431 |
Total executive directors |
|
|
| 2025/26 | £1,476 | £5 | £2 | £0 | £1,483 |
|
|
|
| 2024/25 | £1,890 | £8 | £0 | £0 | £1,898 |
Total Board |
|
|
| 2025/26 | £1,964 | £10 | £2 | £0 | £1,976 |
|
|
|
| 2024/25 | £2,382 | £17 | £0 | £0 | £2,399 |
- *Taxable benefits: car allowance, private medical insurance/legacy allowance and other taxable expenses. The Chairman and the Director-General have access to the services of a car and driver for business purposes only
- Shumeet Banerji stepped down from the Board and left the BBC on 21 November 2025
- Damon Buffini was appointed for a second term which began on 1 January 2026
- Muriel Gray was appointed for a second term which began on 2 January 2026. She received a retrospective fee in April 2024 as interim Chair of the Fair Trading Committee from September 2023 until September 2024
- Nicholas Serota stepped down from the Board and left the BBC on 2 April 2025
- Jody Ford joined the Board on 12 January 2026 and therefore received no remuneration in 2024/25
- Tim Davie stepped down from the Board on 2 April 2026 following his resignation
- Charlotte Moore stepped down from the Board on 27 February 2025 following her resignation and therefore received no remuneration in 2025/26
- Bérangère Michel joined the Board on 5 January 2026 and therefore received no remuneration in 2024/25
- Rhodri Talfan Davies joined the Board on 1 February 2026 and therefore received no remuneration in 2024/25
- Leigh Tavaziva was appointed for a second term which began on 1 February 2023
- Deborah Turness was appointed for a second term which began on 5 September 2024. She stepped down from the Board on 9 November 2025 following her resignation
Remuneration received by all BBC Executive Committee
The table below provides full details of the remuneration received by all BBC Executive Committee members for 2025/26, compared to theprevious year. Remuneration for members shown below relates solely to the period of time when they served on the Executive Committee,with fees shown pro-rata where members left or joined during the year.
BBC Executive Committee members (audited)
Details of remuneration received (values in £000s).
| Note | Date appointed to Committee | Year | Base pay | Taxable benefits* | Pension-related single figure** | Performance related | Total | |
|---|---|---|---|---|---|---|---|---|
Tim Davie | 3 | 01/11/2012 | 2025/26 | £560 | £5 | £0 | £0 | £565 |
|
|
| 2024/25 | £541 | £6 | £0 | £0 | £547 |
Charlotte Moore | 4 | 06/07/2016 | 2025/26 | £0 | £0 | £0 | £0 | £0 |
|
|
| 2024/25 | £452 | £2 | £0 | £0 | £454 |
Leigh Tavaziva |
| 01/02/2021 | 2025/26 | £484 | £0 | £0 | £0 | £484 |
|
|
| 2024/25 | £466 | £0 | £0 | £0 | £466 |
Kerris Bright |
| 18/06/2018 | 2025/26 | £408 | £0 | £41 | £0 | £449 |
|
|
| 2024/25 | £395 | £0 | £4 | £0 | £399 |
Tom Fussell | 5 | 01/09/2020 | 2025/26 | £501 | £0 | £0 | £400 | £901 |
|
|
| 2024/25 | £485 | £0 | £0 | £384 | £869 |
Gautam Rangarajan | 6 | 01/06/2018 | 2025/26 | £22 | £40 | £9 | £0 | £71 |
|
|
| 2024/25 | £259 | £0 | £33 | £0 | £292 |
Rhodri Talfan Davies | 7 | 01/01/2021 | 2025/26 | £117 | £0 | £21 | £0 | £138 |
|
|
| 2024/25 | £308 | £0 | £32 | £0 | £340 |
Alan Dickson | 8 | 17/12/2022 | 2025/26 | £218 | £20 | £1 | £0 | £239 |
|
|
| 2024/25 | £323 | £0 | £0 | £0 | £323 |
Deborah Turness | 9 | 05/09/2022 | 2025/26 | £270 | £0 | £2 | £0 | £272 |
|
|
| 2024/25 | £431 | £0 | £0 | £0 | £431 |
Uzair Qadeer |
| 27/02/2023 | 2025/26 | £365 | £0 | £0 | £0 | £365 |
|
|
| 2024/25 | £350 | £0 | £0 | £0 | £350 |
Alice Macandrew |
| 30/01/2023 | 2025/26 | £325 | £0 | £33 | £0 | £358 |
|
|
| 2024/25 | £315 | £0 | £31 | £0 | £346 |
Storm Fagan | 10 | 03/03/2025 | 2025/26 | £411 | £0 | £41 | £0 | £452 |
|
|
| 2024/25 | £31 | £0 | £3 | £0 | £34 |
Kate Phillips | 11 | 28/02/2025 | 2025/26 | £458 | £0 | £27 | £0 | £485 |
|
|
| 2024/25 | £34 | £0 | £1 | £0 | £35 |
John Curbishley | 12 | 01/04/2025 | 2025/26 | £350 | £0 | £29 | £0 | £379 |
|
|
| 2024/25 | £0 | £0 | £0 | £0 | £0 |
Bérangère Michel | 13 | 05/01/2026 | 2025/26 | £108 | £0 | £0 | £0 | £108 |
|
|
| 2024/25 | £0 | £0 | £0 | £0 | £0 |
Jonathan Munro | 14 | 19/11/2025 | 2025/26 | £138 | £0 | £32 | £0 | £170 |
|
|
| 2024/25 | £0 | £0 | £0 | £0 | £0 |
Rhuanedd Richards | 15 | 13/06/2025 | 2025/26 | £237 | £0 | £20 | £0 | £257 |
|
|
| 2024/25 | £0 | £0 | £0 | £0 | £0 |
Rhona Burns | 16 | 01/12/2025 | 2025/26 | £32 | £0 | £5 | £0 | £37 |
|
|
| 2024/25 | £0 | £0 | £0 | £0 | £0 |
Total Executive Committee |
|
| 2025/26 | £5,004 | £65 | £261 | £400 | £5,730 |
|
|
| 2024/25 | £4,390 | £8 | £104 | £384 | £4,886 |
- * Taxable benefits: car allowance, private medical insurance/legacy allowance and other taxable expenses. The Chairman and the Director-General have access to the services of car and driver for business purposes only
- ** Employee pension contributions are ordinarily made via a salary sacrifice arrangement as an employer contribution, with a corresponding reduction in salary. Base salaries for executive directors have not been adjusted to reflect the impact of salary sacrifice to enable like-for-like comparison with prior years before salary sacrifice was introduced. The pension-related single figure is generally calculated at 20 times the increase in any accrued defined benefit pension over the year, net of inflation, less the directors’ defined benefit contributions, plus any employer’s contributions to a defined contribution pension arrangement. For members of the BBC Pension Scheme this is shown in detail in the defined benefits pension prospective entitlements table
- Tim Davie stepped down from the Committee on 2 April 2026 following his resignation
- Charlotte Moore stepped down from the Committee on 27 February 2025 following her resignation and therefore received no remuneration in 2025/26
- Tom Fussell’s role is funded entirely by the BBC’s commercial revenues and not paid for, or subsidised by, the licence fee. Payment of any bonus is subject to the achievement of performance targets.
- Gautam Rangarajan left the organisation on 30 April 2025, and received a contractual redundancy payment of £150,000. He received a long service award of £40,320 in recognition of 25 years of service.
- Rhodri Talfan Davies stepped down from the Committee on 12 June 2025, and was re-appointed to the Committee on 1 February 2026
- Alan Dickson resigned from the BBC and stepped down from the Committee on 30 November 2025. He received a long service award of £20,360 in recognition of 25 years of service.
- Deborah Turness resigned from the BBC and stepped down from the Committee on 9 November 2026
- Storm Fagan joined the Committee on 3 March 2025. She received a retrospective payment for salary in April 2025
- Kate Phillips was appointed interim Chief Content Officer and joined the Committee on 28 February 2025. She was confirmed in role on 17 June 2025
- John Curbishley was appointed Chief Strategy and Information Officer and joined the Committee on 1 April 2025
- Bérangère Michel was appointed Group Chief Financial Officer and joined the Committee on 5 January 2026
- Jonathan Munro was appointed interim CEO, News and joined the Committee on 19 November 2025
- Rhuanedd Richards was appointed interim Director of Nations and joined the Committee on 13 June 2025
- Rhona Burns was appointed interim Chief Financial Officer and was a member of the Committee from 01 December 2025 to 4 January 2026
Total remuneration – Board and Executive Committee (audited)
| Total remuneration (values in £000s) | 2025/26 | 2024/25 |
|---|---|---|
Total Executive Committee (including Board executive directors) | £5,730 | £4,886 |
Board non-executive directors | £491 | £501 |
Total annual remuneration | £6,221 | £5,387 |
Defined benefit pension prospective entitlements (values in £000s)
| Age at 31 March 2026 | Section | Accrued pension 31 March 2026 | Accrued pension 1 April 2025 (or joining the Board/ Executive if after) | Director DB contributions (via salary sacrifice) 2025/26 | Pension related single figure | |
|---|---|---|---|---|---|---|
Gautam Rangarajan | 54 | CAB 2011 | 39 | 38 | 1 | 9 |
Rhodri Talfan Davies | 55 | CAB 2011 | 43 | 39 | 12 | 21 |
Rhona Burns | 49 | CAB 2011 | 39 | 38 | 4 | 5 |
Alan Dickson | 58 | Old Benefits | 27 | 38 | 3 | 1 |
Comparative pay across the BBC
Since 2021/22, the ratio of the Director-General’s and executive directors’ earnings to the lower quartile, median and upper quartile pay of UK PSB employees has been voluntarily disclosed annually. This is in line with listed companies who report their CEO pay ratio compared to UK employees under the Large and Medium-sized Companies and Groups (Accounts and Reports) Regulations 2008 (‘Regulations’).
The company has chosen Option A to identify employees at the lower quartile, median and upper quartile and their respective pay and benefits, including pension contributions, as this is recognised as the most accurate and typically considered the best practice approach to use. All full-time UK public service broadcasting employees as at the financial year end have been included in the reporting, with employees ranked based on their remuneration as at the end of the 2025/26 financial year as at 31 March.
The table below sets out the total pay and benefits value received by employees identified at the lower quartile, median and upper quartile during the 2025/26 financial year.
| 2025/26 | 25th Percentile | 50th Percentile | 75th Percentile |
|---|---|---|---|
Total Pay and Benefits | £47,377 | £60,000 | £75,444 |
Pay | £44,535 | £55,714 | £69,681 |
Director-General ratio
| Year | 25th percentile pay ratio | Median pay ratio | 75th percentile pay ratio |
|---|---|---|---|
2026 | 12.0:1 | 9.5:1 | 7.6:1 |
2025 | 11.8:1 | 9.2:1 | 7.3:1 |
The table below provides a summary of the changes to the Director-General’s pay for 2025/26 versus the change in pan-BBC median pay over the same period.
| 2025/26 (values in £000s) | Change from 2024/25 | |
|---|---|---|
Director-General pay | 565 | 4.4% |
Pan-BBC median pay | 56 | 2.8% |
The calculation of pan-BBC pay excludes pension contributions and the Executive Committee’s pay.
The data assumptions included in our reporting are as follows:
| Element | Description |
|---|---|
Pay | We have used the full-time equivalent, as at year end, as the salary figure to rank our employees. Basic salary amounts also include any increased, temporary, allowances for attachments within other departments/roles within the organisation. This includes a range of location and role-based allowances on a pro-rata basis for part-time colleagues. |
Total pay and benefits | In addition to pay as defined above, this includes employer pension contributions. |
Severance
Gautam Rangarajan received a contractual severance payment of £150,000 in April 2025 arising from redundancy.
Outside interests
With the prior agreement of the Director-General, executive members of the BBC Board may hold remunerated external directorships. The prime purpose of the external directorship should be to support personal and career development and thereby give back to the BBC.
Remuneration which arises from external directorships may be retained by the individual but is subject to formal approval. Executive directors may also hold non-remunerated posts outside the BBC. No more than two days per month are permitted to fulfil all external duties.
The BBC’s commercial businesses
During 2025/26, the BBC had staff employed with four main commercial subsidiaries:
- BBC Studios
- BBC Studioworks
- UKTV
- BritBox
Remuneration within the commercial subsidiaries is subject to the BBC’s governance and approval processes. The remuneration policy for the subsidiaries includes the provision of an annual bonus available to eligible staff, including directors, and it varies between commercial entities. The full cost of base pay and incentives are self-funded by the commercial revenues of each subsidiary company and are not subsidised by the licence fee.
BBC Studios Company Bonus Scheme
The Remuneration Committee has oversight of the design and outturn of the BBC Studios Company Bonus Scheme. The 2025/26 scheme for senior leaders across the Commercial Group had two key company measures weighted as follows:
- The Commercial Group EBITDA, weighted 90%
- Leadership Index, weighted 10%
Individual performance is reflected in bonus outcomes via a multiplier
From 2025/26 there is no longer a deferred aspect to the bonus. Deferred bonus payments are still pending for some Senior Leaders from 2023/24 and 2024/25 financial years.
BBC Studios Long-Term Incentive Plan
The Remuneration Committee has oversight of the design and outturn of the BBC Studios Long-Term Incentive Plan (LTIP) which was implemented in 2023. The LTIP is restricted to approximately 25 of the most senior commercial leaders in the commercial entities, including the CEO, BBC Studios.
It is a three-year plan, with a conditional award being made at the start of the three-year performance period. The proportion of the award that vests after three years is dependent on performance over that period against a set of defined targets. The 2025 award (vesting in March 2028), which will be settled in cash, had two financial measures plus a non-financial measure weighted as follows:
- free cash flow, weighted 60%
- revenue from BBC Intellectual Property, weighted 30%
- performance against key strategic indices in the annual employee survey, weighted 10%
There is also a baseline level of Total Commercial Returns to the BBC necessary in order for the award to vest.
No equity instruments are issued under the plan.
2025/26 results
For 2025/26, the financial measure (EBITDA) achieved performance between target and stretch. The result of the leadership measure (Leadership Index) was between the threshold level for payment and the target. The combination of Company results and personal performance resulted in a bonus award of 79.7% (£399,617) to the CEO, BBC Studios in respect of the year’s performance. He also received an award of £43,125, which was deferred from the 2022/23 bonus.
