Mencap's latest annual report

We are proud of all of our colleagues at Mencap for delivering another year of incredible achievements for people with a learning disability . We have continued to support people in so many different ways, helping them into work, campaigning, providing information and advice and working to make communities all over the UK accessible .

We will not stop until the UK is the best place for people with a learning disability to live happy and healthy lives. 

You’ll see from the report that this year was also difficult in many ways. Social care in the UK is a challenging environment to work in and our workforce is stretched and underfunded by national budgets. We are very grateful for the difference they make to the lives of people with a learning disability and the hard work they do to maintain the quality of our services.  

Read the Mencap 2022/23 annual report

Take a look at our latest full annual report, and easy reads to find out more about our achievements this year, as well as details of our financial accounts.

Full report (PDF) Easy reads
Pages from the 2022-23 Mencap annual report
White space

Videos about each of the 5 levers in our annual report

Take a look at our previous annual reports

CEO salary:

Our CEO remuneration in the latest reporting year, including basic pay, pension and benefits, was £214,653.

The salary of our CEO is set by the Board of Trustees and is based on an external job evaluation and benchmarking.

* Notes regarding the 2020 and 2018 annual reports:

* Notes regarding the 2020 and 2018 annual reports

CEO Salary:

The annual salary of the CEO has remained the same in each of the years shown in the 2016 and 2017 annual reports (that is the years ending 31 March 2015, 2016 and 2017) and in the year to 31 March 2018. 

The change in the reported remuneration for the year to 31 March 2016 from £147,437 in the 2016 report to £164,360 in the 2017 report is the result of a new requirement, set out in SORP Information Sheet 1 in April 2017, to include Employer’s National Insurance Contributions (paid by the employer) in figures for the remuneration of key management personnel (but not when showing the number of employees who fall into different pay brackets). 

The small increase in remuneration shown between the years to 31 March 2016 and 31 March 2017 is accounted for by one week’s pay in lieu of holiday caused by a change in the holiday year and paid in line with our policy in other cases.

Note 7:

The purpose of Note 7 is to relate expenditure to our key charitable activities. With improvements in the definitions of our strategic priorities, coupled with new statutory guidance (FRS102), we have improved the mapping of expenditure against the priorities.

This required the restatement of the prior year figures to ensure a like-for-like comparison.

Note 8:

The restatement in Note 8, which sets out the number of colleagues paid more than £60,000, is unrelated to Note 7. 

A review of our approach to Note 8 suggested it would be more meaningful if the reported remuneration included salary ‘sacrificed’ by colleagues in return for other benefits such as the government cycle scheme or additional pension contributions, as well as any car allowances paid.

This resulted in an increase in the number of colleagues falling into the £60,000-£69,999 bracket, which required a restatement of the figures for the year to 31 March 2016 for consistency.

Gender pay gap reports

Our gender pay gap report(s) explain what the situation is for us as an organisation, and our thoughts and plans for addressing it:

Equality pay gap report

In line with our EDI strategy we have collated new race/ethnicity and disability pay gap data for 2022/23 and will continue to do so each year to show our progress here at Mencap.

This report has been published in the interests of transparency to ensure that we identify and address any barriers to  employment and progression within Mencap:

Latest pay gap report (PDF)


Earlier reports: