Members of OurCoop have raised concerns over the level of bonuses that have been paid out to the society’s executive officers amid declining sales and profitability.
One source, who is an OurCoop member and former employee, told The Grocer colleagues had previously been informed bonuses would not be paid this year because of business performance.
OurCoop’s turnover declined 4.4% to £844.6m, while trading profit almost halved to £4.3m, according to its results for the year ending 24 January 2026. Underlying operating profits also decreased by 13.6% to £9.5m.
OurCoop was created following the merger of Central Co-op and Midcounties Co-op on 26 January. Central Co-op had also merged with Chelsmford Star Co-op in September.
The results account for OurCoop before it merged with Midcounties Co-op, when it was formerly Central Co-op.
Despite the decline in sales and profits, a total bonus package of £2.8m was paid out to executives, including £1.5m to CEO Debbie Robinson, £712,015 to chief finance, technology and property officer Selina Butterfield-Mashoofi, £491,200 to COO for food, membership and brand Sarah Dickins, and £47,312 to COO for funeral, people and property Andy Peake. Society secretary Andy Seddon also received £22,465.
These figures combine the annual performance incentive with other variable remuneration.
OurCoop said “several thousand colleagues” received a bonus reflecting individual and team contribution through “a period of significant change”. It did confirm, however, that colleagues would not receive a share of the profits this year.
OurCoop said the remuneration of OurCoop’s executive team was determined by the society’s Remuneration Committee and approved by a board that is democratically elected by its members.
Members, however, have challenged the effectiveness and independence of the Remuneration Committee, the governance standards within a member-owned co-operative, and transparency to members and employees.
The source said: “Many members and former colleagues are increasingly concerned that a democratic co-operative structure is not operating transparently in practice, and that executive leadership is insulated from the consequences of poor financial performance while ordinary colleagues bear the impact.”
According to OurCoop’s financial report, the business was facing a “real risk” of losing senior executive talent at a “critical time” of the impending merger, which it “deemed to be of major strategic importance”.
Its results said: “The committee recommended, and the board approved, that our practice of offering incentives to our executive team at around one-third to one-half the levels offered by peer organisations was now inappropriate”.
OurCoop added that it had effectively doubled in size during the period covered by the report, expanding to seven trading businesses and a more complex operating structure, which increased the demands on the executive team and informed the Remuneration Committee’s recommendations.
OurCoop held an annual members meeting on 20 May, which invites members to scrutinise the society’s performance and governance. It was held in-person in seven locations across the country and online. The chair of the Remuneration Committee presented the board’s report explaining the process and rationale for the decisions.
Members had hoped to have their concerns addressed during the event, but “there was no explanation as to how bonus outcomes of this scale are aligned to the society’s underlying financial performance, wider colleague outcomes or co-operative values”, according to the source.
The Grocer also understands from sources that many members submitted questions during a Q&A session at the meeting on bonuses and executive pay which were not addressed.
It had been confirmed, however, that an independent Governance Review Working Group has been established, chaired by former Scotmid society secretary John Dalley.
“I’m saddened and disappointed with what I’m seeing,” said another former OurCoop employee. “And as an ongoing member, I’m disgusted and appalled at the scant disregard of co-operative values from those who should feel privileged not only to lead a co-operative organisation, but who should lead by example in living and dispensing its values.”
An OurCoop spokesperson 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.
“This was a year of fundamental change, including the transfer of engagements that culminated in the creation of OurCoop, the UK’s largest independent co-operative.
“The Remuneration Committee’s decisions reflect the strategic delivery secured through that time of transformation, the fact that this significantly expanded the scope, complexity and responsibility of the executive roles, and the committee’s responsibility to act in the long-term interests of our members, colleagues and the communities we serve.”
The society said it would publish a further Q&A to capture any further questions from members. Members can also contact the society directly to raise questions, it added.
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