OurCoop, an independent mutual that operates approximately 500 food stores across England, is facing backlash from its members after more than tripling its chief executive's compensation to £2.2 million, despite declining sales and profits. The chain, which is a separate entity from the Co-op Group but relies on the larger business for product supply, has not approved an annual profit-share payment to members this year, although they have continued to receive shopping discounts.
Executive Pay Details
Total pay for Deborah Robinson, OurCoop's chief executive, surged to £2.16 million, comprising an 11.5% increase in basic salary, a £1.1 million incentive payment, and a £400,000 one-off discretionary remuneration payment. The finance, technology, and property officer, Selina Butterfield-Mashoofi, saw her annual package rise more than 3.5 times to £1.13 million, including a £500,000 incentive and a £212,015 one-off payment. Her basic salary jumped from £257,606 to £400,000.
Financial Performance and Mergers
OurCoop was formed through the merger of Central Co-op and Chelmsford Star Co-operative Society last year, followed by the addition of Midcounties Co-operative in January. Sales fell 4.4% to £844.6 million, trading profit nearly halved to £4.3 million, and net debt rose to £36 million in the year to 24 January. The group's performance was partly impacted by its reliance on the Co-op Group, which suffered a cyber-attack last year.
For context, the nationwide Co-op Group, which runs over 2,000 food stores, hundreds of funeral parlours, and a financial services business, paid its former boss Shirine Khoury-Haq £1.9 million last year—less than Robinson's compensation.
Justification for Pay Rises
OurCoop's remuneration report stated that changes to the pay policy were necessary because the previous one "came under significant challenge, as we faced the very real risk of losing senior executive talent, as a result of headhunting, at an absolutely critical time, in the light of the impending mergers, which we deemed to be of major strategic importance." The report added: "In a year of change, previous incentive arrangements became unmeasurable and obsolete having been superseded by the scale and pace of change in the society." However, the report did not specify how the remuneration was benchmarked against similar businesses.
A spokesperson for OurCoop said: "The remuneration report sets out in full how those decisions were reached and on what basis, published precisely so that our members can scrutinise them. We welcome that scrutiny. On 20 May 2026, the annual report and accounts, including the remuneration report, were approved by members, with 85% voting in favour."
OurCoop emphasised that executive pay was determined by the society's remuneration committee and approved by a democratically elected board. "No members of the executive team sit on the board of the society or the remuneration committee," the spokesperson added. The decisions reflected "a year of fundamental change," including the mergers that created OurCoop and "the fact that this significantly expanded the scope, complexity and responsibility of the executive roles."
Staff Pay and Benefits
An additional £8.5 million was spent to increase pay for staff in 2026, enabling competitive hourly rates above the national living wage for all employees regardless of age. Staff also received paid breaks and benefits such as free health checks, a virtual GP service, free counselling sessions, and access to a nutritionist.
Member and Former Staff Criticism
Despite these measures, one member told the Guardian they believed there had been insufficient scrutiny of the pay rises at the annual meeting, where the actual figures were not read out. "As a member, I find it incredibly difficult to understand how executive bonuses of this scale can be justified at a time when the society's financial performance is deteriorating and members and colleagues are seeing no equivalent benefit. It leaves many people questioning whether accountability and co-operative values are really being applied equally at the top of the organisation."
A former senior staff member commented on LinkedIn: "Wow! After delivering such significant decline in profits and making many support office staff redundant I don't know how such payments can be justified by the remuneration committee. Is this what Co-op values look like now?" Another described the pay awards as "so galling."
