Remuneration Report
Remuneration Report
The information contained in this report relates to the remuneration of the senior managers employed by Digital Health and Care Wales (DHCW). The definition of “Senior Manager” is: ‘those persons in senior positions having authority or responsibility for directing or controlling the major activities of the NHS body. This means those who influence the decisions of the entity as a whole rather than the decisions of individual directorates or departments.’ For DHCW, the senior managers are considered to be the regular attendees of Board meetings, i.e. Members of the Executive Team and the Independent Members.
Existing public sector pay arrangements apply to all staff including members of the Executive Team.
All members of the Executive Team are on pay points and not pay scales.
The performance of members of the Executive Team is assessed against personal objectives and against the overall performance of the SHA. The SHA does not operate a performance related pay scheme.
There have been some payments to former Executives or other former senior managers during the year and these are detailed in the table below.
The totals in some of the following tables may differ from those in the Annual Accounts as they represent staff in post at 31 March 2026 whilst the Annual Accounts (note 9.2) shows the average number of employees during the year.
Remuneration and Terms of Service Committee
The pay and terms and conditions of employment for the Executive Team and senior managers have been and will be determined by the Remuneration and Terms of Service Committee, within the framework set by the Welsh Government. The SHA Remuneration Committee members are Independent Members of the Board. The Committee is chaired by the SHA Chair. The Terms of Reference for the Committee are reviewed on an annual basis. Details of the membership of the Remuneration & Terms of Service Committee are captured in Appendix 1.
Salary and Pension Disclosures
Salary and pension disclosure tables (unaudited) – single total figure of remuneration
This Remuneration Report includes a single total figure of remuneration. The amount of pension benefits for the year which contributes to the single total figure is calculated based on guidance provided by the NHS Business Services Authority Pensions Agency.
The amount included in the table for pension benefit is based on the increase in accrued pension adjusted for inflation. This will generally take into account an additional year of service together with any changes in pensionable pay. This is not an amount which has been paid to an individual by the SHA during the year; it is a calculation which uses information from the pension benefit table. These figures can be influenced by many factors e.g. changes in a person’s salary, whether or not they choose to make additional contributions to the pension scheme from their pay, and other valuation factors affecting the pension scheme as a whole.
The salary and pension disclosures reflect the senior managers’ information. In 2025/26 the senior management team consists of the Chief Executive, the Executive Directors and the Independent Members (Non-Executive Directors), the Director of Primary, Community and Mental Health Digital Services, the Director of People and Organisational Development and the Director of Corporate Affairs / Board Secretary.
Table 1: Salary Benefits 25-26
| Name | (a) Salary (£’000) £5k bands |
(b) Bonus payments (£’000) £5k bands |
(c) Benefits in kind £ (to the nearest £100) |
(d) Pension benefits *** £’000 2.5k bands |
(e) Total £’000 £5k bands |
|---|---|---|---|---|---|
| Executive and Senior Management | |||||
| Helen Thomas | 170-175 | 0 | 0 | 105-107.5 | 275-280 |
| Claire Osmundsen-Little (1) | 120-125 | 0 | 14 | 35-37.5 | 160-165 |
| Chris Moreton (2) | 5-10 | 0 | 0 | 0 | 5-10 |
| Chris Darling (3) | 110-115 | 0 | 22 | 0 | 80-85 |
| Rhidian Hurle | 175-180 | 0 | 0 | 72.5-75 | 250-255 |
| Samantha Hall | 130-135 | 0 | 0 | 32.5-35 | 165-170 |
| Sam Lloyd | 135-140 | 0 | 0 | 32.5-35 | 170-175 |
| Ifan Evans (4) | 140-145 | 0 | 0 | 67.5-70 | 205-210 |
| Samantha Morgan | 110-115 | 0 | 0 | 27.5-30 | 135-140 |
| Non-Executive Directors | |||||
| Simon Jones (5) | 20-25 | 0 | 0 | 0 | 20-25 |
| Marian Jones | 5-10 | 0 | 0 | 0 | 5-10 |
| Ruth Glazzard (6) | 30-35 | 0 | 0 | 0 | 30-35 |
| David Selway (7) | 15-20 | 0 | 0 | 0 | 15-20 |
| Rowan Gardner | 5-10 | 0 | 0 | 0 | 5-10 |
| Marilyn Bryan-Jones | 5-10 | 0 | 0 | 0 | 5-10 |
| Alistair Klaas Neill | 5-10 | 0 | 0 | 0 | 5-10 |
- Claire Osmundsen Little was seconded to Swansea Bay UHB from 9th March 2026 – The salary for the period to 8th March 26 before salary sacrifice deductions was £130-135K and the full year salary £140-145K
- Chris Moreton became Acting Executive Director of Finance from 9th March 2026 – Full year salary £135-140K – Acting up and salary details were confirmed after the deadline to submit pension figures so are not disclosed
- Chris Darling salary prior to salary sacrifice deductions was £120-125K
- Ifan Evans was seconded from Welsh Government for the entire year
- Simon Jones left the Organisation on 30th September 2026
- Ruth Glazzard became Acting Chair from 1st October 2026
- David Selway became Acting Vice Chair from 1st October 2026
Salary figures are reported after salary sacrifice deductions and salary sacrifice is reported as a benefit in kind. This is a change to previous years where salary was reported before salary sacrifice deductions, previous year figures have not been restated.
Independent member salary increases for the period 1st January 2026 to 31st March 2026 have been included in the above figures but have not changed the salary bands declared.
Table 2: Salary Benefits 24-25
| Name | (a) Salary (£’000) £5k bands |
(b) Bonus payments (£’000) £5k bands |
(c) Benefits in kind £ (to the nearest £100) |
(d) Pension benefits *** £’000 (to the nearest £1000) |
(e) Total £’000 £5k bands |
|---|---|---|---|---|---|
| Executive and Senior Management | |||||
| Helen Thomas | 165-170 | 0 | 0 | 101 | 265-270 |
| Claire Osmundsen-Little | 135-140 | 0 | 0 | 39 | 175-180 |
| Chris Darling (5) | 120-125 | 0 | 0 | 82 | 200-205 |
| Rhidian Hurle | 170-175 | 0 | 0 | 82 | 250-255 |
| Sarah-Jane Taylor (3) | 60-65 | 0 | 0 | N/A | 60-65 |
| Samantha Hall (6) | 130-135 | 0 | 0 | 36 | 170-175 |
| Sam Lloyd | 130-135 | 0 | 0 | 35 | 165-170 |
| Ifan Evans (1) | 120-125 | 0 | 0 | 77 | 225-230 |
| Samantha Morgan (4) | 35-40 | 0 | 0 | 102 | 140-145 |
| Non-Executive Directors | |||||
| Simon Jones | 40-45 | 0 | 0 | 0 | 40-45 |
| Marian Jones | 5-10 | 0 | 0 | 0 | 5-10 |
| Ruth Glazzard | 20-25 | 0 | 0 | 0 | 20-25 |
| David Selway | 5-10 | 0 | 0 | 0 | 5-10 |
| Rowan Gardner (2) | 5-10 | 0 | 0 | 0 | 5-10 |
| Marilyn Bryan-Jones | 5-10 | 0 | 0 | 0 | 5-10 |
| Alistair Klaas Neill | 5-10 | 0 | 0 | 0 | 5-10 |
- Ifan Evans was seconded from Welsh Government for the entire year. A salary increase of £25-30K has been included above which relates to the period 01/04/22 to 31/03/25. The salary declaration excluding the back dated element would have been 135-140K.
- Rowan Gardner recommenced salaried employment from 1st May.
- Sarah-Jane Taylor Left employment on 30th September – Full year salary £120-125K.
- Samantha Morgan commenced employment on 23rd November – Full year salary £105-110K.
- Chris Darling received a payment of 0-5K which related to the previous year, the salary declaration excluding this payment would have been 115-120K.
- Samantha Hall received a payment of 0-5K which related to the previous year, the salary declaration excluding this payment would remain at 130-135K.
Salary and pension disclosure cash equivalent transfer values
A Cash Equivalent Transfer Value (CETV) is the actuarially assessed capital value of the pension scheme benefits accrued by a member at a particular point in time. The benefits valued are the member’s accrued benefits and any contingent spouse’s pension payable from the scheme.
A CETV is a payment made by a pension scheme or an arrangement to secure pension benefits in another pension scheme or an arrangement when the member leaves a scheme and chooses to transfer the benefits accrued in their former scheme. The pension figures shown relate to the benefits that the individual has accrued as a consequence of their total membership of the pension scheme, not just their service in a senior capacity to which disclosure applies. The CETV figures and the other pension details include the value of any pension benefits in another scheme or arrangement which the individual has transferred to the NHS pension scheme. They also include any additional pension benefit accrued to the member as a result of their purchasing additional years of pension service in the scheme at their own cost. CETVs are calculated within the guidelines and framework prescribed by the Institute and Faculty of Actuaries.
REAL INCREASE IN CETV: This reflects the increase in CETV effectively funded by the employer. It takes account of the increase in accrued pension due to inflation, contributions paid by the employee (including the value of any benefits transferred from another scheme or arrangement) and uses common market valuation factors for the start and end of the period.
Pension Benefits
Table 3: Pension Benefits 2025-26
| Name and Title | Accrued pension at pension age as at 31/03/26 and related lump sum (bands of £5,000) £000 |
Real increase in pension and related lump sum at pension age (bands of £2,500) £000 |
Cash Equivalent Transfer Value at 31/03/2026 to the nearest £1,000 £000 |
Cash Equivalent Transfer Value at 31/03/25 to the nearest £1,000 £000 |
Real increase in Cash Equivalent Transfer Value to the nearest £1,000 £000 |
|---|---|---|---|---|---|
| Mrs. Helen Thomas, Chief Executive Officer |
75-80 plus lump sum of 195-200 | 12.5-15 | 1,804 | 1,634 | 142 |
| Mrs. Claire Osmundsen-Little, Executive Director of Finance |
20-25 | 2.5-5 | 365 | 313 | 44 |
| Mr. Chris Darling, Board Secretary |
30-35 plus lump sum of 70-75 | 0 | 637 | 646 | 0 |
| Mr. Rhidian Hurle, Executive Medical Director |
80-85 plus lump sum of 205-210 | 7.5-10 | 1,947 | 1,800 | 117 |
| Mrs. Samantha Hall, Director of Primary Care and Mental Health |
5-10 | 2.5-5 | 132 | 90 | 41 |
| Mr. Sam Lloyd, Executive Director of Operations |
15-20 plus lump sum of 30-35 | 0-2.5 | 351 | 304 | 42 |
| Mrs. Samantha Morgan, Director of People |
5-10 | 5-7.5 | 120 | 83 | 35 |
| Mr. Ifan Evans, Executive Director of Strategy |
TBC | TBC | TBC | TBC | TBC |
Table 4: Pension Benefits 2024-25
| Name and Title | Accrued pension at pension age as at 31/03/25 and related lump sum (bands of £5,000) £000 |
Real increase in pension and related lump sum at pension age (bands of £2,500) £000 |
Cash Equivalent Transfer Value at 31/03/2025 to the nearest £1,000 £000 |
Cash Equivalent Transfer Value at 31/03/24 to the nearest £1,000 £000 |
Real increase in Cash Equivalent Transfer Value to the nearest £1,000 £000 |
|---|---|---|---|---|---|
| Mrs. Helen Thomas, Chief Executive Officer |
70-75 plus lump sum of 185-190 | 12.5-15 | 1,634 | 1,408 | 132 |
| Mrs. Claire Osmundsen-Little, Executive Director of Finance |
20-25 | 2.5-5 | 313 | 251 | 45 |
| Mr. Chris Darling, Board Secretary |
30-35 plus lump sum of 80-85 | 10-12.5 | 646 | 528 | 82 |
| Mr. Rhidian Hurle, Executive Medical Director |
75-80 plus lump sum of 200-205 | 7.5-10 | 1,800 | 1,576 | 118 |
| Mrs. Samantha Hall, Director of Primary Care and Mental Health |
5-10 | 2.5-5 | 90 | 46 | 41 |
| Mr. Sam Lloyd, Executive Director of Operations |
15-20 plus lump sum of 30-35 | 2.5-5 | 304 | 248 | 40 |
| Mrs. Samantha Morgan, Director of People |
5-10 | 5-7.5 | 83 | - | 83 |
| Mr. Ifan Evans, Executive Director of Strategy |
45-50 | 2.5-5 | 871 | 768 | 60 |
Fair Pay disclosures
Reporting bodies are required to disclose the relationship between the remuneration of the highest-paid director / employee in their organisation and the 25th percentile, median and 75th percentile remuneration of the organisation’s workforce.
Table 5: Remuneration Relationship
| Ratio Description | 2025-2026 | 2024-2025 | ||||
|---|---|---|---|---|---|---|
| £000 (CE/HPD) | £000 (Employee) | Ratio | £000 (CE/HPD) | £000 (Employee) | Ratio | |
| Total pay and benefits (Chief Executive / Employee Relationship) | ||||||
| 25th percentile pay ratio | 172.5 | 38.4 | 4.5:1 | 167.5 | 37.0 | 4.5:1 |
| Median pay | 172.5 | 48.5 | 3.6:1 | 167.5 | 45.6 | 3.7:1 |
| 75th percentile pay ratio | 172.5 | 59.4 | 2.9:1 | 167.5 | 54.6 | 3.1:1 |
| Salary component of total pay and benefits | ||||||
| 25th percentile pay ratio | 172.5 | 38.4 | - | 167.5 | 37.0 | - |
| Median pay | 172.5 | 47.3 | - | 167.5 | 45.6 | - |
| 75th percentile pay ratio | 172.5 | 56.5 | - | 167.5 | 54.6 | - |
| Total pay and benefits (Highest Paid Director / Employee Relationship) | ||||||
| 25th percentile pay ratio | 177.5 | 38.4 | 4.6:1 | 172.5 | 37.0 | 4.7:1 |
| Median pay | 177.5 | 48.5 | 3.7:1 | 172.5 | 45.6 | 3.8:1 |
| 75th percentile pay ratio | 177.5 | 59.4 | 3.0:1 | 172.5 | 54.6 | 3.2:1 |
| Salary component of total pay and benefits | ||||||
| 25th percentile pay ratio | 177.5 | 38.4 | - | 172.5 | 37.0 | - |
| Median pay | 177.5 | 47.3 | - | 172.5 | 45.6 | - |
| 75th percentile pay ratio | 177.5 | 56.5 | - | 172.5 | 54.6 | - |
The median pay ratio for the relevant financial year is consistent with the pay, reward and progression policies for the entity’s employees taken as a whole.