Download our 2021-22 Statutory Accounts

Download our 2022 Gender Pay Gap Report

To provide outstanding care you need outstanding people at all levels. We are committed to recruiting and retaining the best staff so we can continue to:

• provide outstanding care
• ensure Trinity is run safely and effectively
• raise sufficient funds to enable us to do this.

Our remuneration strategy

We’re proud to be a London Living Wage employer and we ensure that everyone in the hospice and our shops is paid at least the London Living Wage.

The Board of Trustees, via the Remuneration Committee chaired by our Honorary Treasurer, sets the remuneration strategy for Trinity. The committee is responsible for deciding Executive team remuneration, and annual cost of living increases for those on Trinity pay scales are at their discretion.

Trinity pay scales are regularly reviewed to ensure they are aligned with market expectations. To retain excellent clinicians, we ensure they are paid at the equivalent national rate for their experience and skills. We aim to increase salaries in line with inflation every year, and this year we awarded our staff a cost of living increase in addition to any pay scale increments that were due.

We offer a more generous minimum pension contribution than our statutory obligation and will pay at least 5% into an employee’s pension, matching voluntary contributions made by staff up to 7.5% of their salary. We match Agenda for Change/NHS terms and conditions for maternity, paternity and long-term sickness pay. You can read more about the financial and additional benefits of working at Trinity here.

Executive team remuneration

The remuneration strategy for our Executive team ensures our leadership has the skills and experience required to run Trinity, a complex organisation caring for almost 2,300 patients every year with an annual turnover of over £16 million, 300+ paid staff and 500+ volunteers. We are regulated by the Care Quality Commission, which expects that the hospice leadership is suitably qualified.

In line with NCVO and ACEVO guidelines, we’re committed to being open and transparent about the remuneration of the most senior staff in the organisation. This table outlining the number of staff earning over £60,000pa was included in our statutory accounts 2021-22. 

The number of employees whose total remuneration exceeded £60,000 and above was as follows: 

	Number 2023	Number 2022
£60,000 to £69,000	8	5
£70,000 to £79,000	3	2
£80,000 to £99,000	2	2
£90,000 to £99,000	-	-
£100,000 to £109,000	-	-
£110,000 to £119,999	1	-
£120,000 to £129,999	1	1

Read our quality account