Proposed NHS pay deal: swings now, roundabouts later?

The NHS pay offer is a significant deal that signals the end of the 1% cap on public sector pay rises and as such includes genuine improvements for existing staff. However it also involves future changes that may be less welcome for some. Under the proposed deal, headline rises for those at the tops of their bands are accompanied by changes to the pay structure which mean that staff who have not yet reached the tops of their pay bands would receive significantly higher earnings increases – via progression pay – over the course of the three-year deal. But from 2020 progression for new employees would be more limited than currently. Continue reading Proposed NHS pay deal: swings now, roundabouts later?

Bonus schemes: a flexible means of linking pay to performance

Bonuses remain an integral – albeit discretionary – element of the reward package on offer at many employers, particularly within the private sector: according to the ONS, the combined value of all bonuses paid in Great Britain reached a record level of £46.4 billion in 2016/17. Our recent survey of 30 mostly large employers across the manufacturing and primary sectors and private sector services looks at the design and typical payout levels of 41 bonus schemes – from comparatively simple all-employee schemes to more complex arrangements covering senior managers (eg Board members or executive team members).

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IDR accredited as Living Wage employer

We are pleased to announce that Incomes Data Research has today accredited as a Living Wage Employer.

Our Living Wage commitment will see everyone working at IDR, regardless of whether they are direct employees or third-party contracted staff, receive a minimum hourly wage of £8.75 in the UK or £10.20 in London.

The Living Wage is estimated to be the level of hourly pay necessary for a minimum socially acceptable standard of living. It is voluntary and separate to the statutory National Living Wage, which for over 25s is currently £7.50 per hour.

Shift work: premiums feature prominently

Premiums for shift pay continue to play an important part in reward packages for employees in many parts of the economy. Our recent survey of 83 mostly large firms across distribution, engineering, financial services, food manufacture, retail and the social care and housing sector found that over four fifths pay separate allowances, premiums or additions to staff who work shifts.

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Viewpoint: pensions court rules RPI not ‘inappropriate’

The latest instalment in the debate over which inflation indicator is the most appropriate for uprating benefits such as pensions took place in the High Court in January. The case, brought by telecoms firm BT, was that the company should be allowed to change provisions for uprating pension payments from the Retail Prices Index (RPI) to the Consumer Prices Index (CPI), on the basis that the former had ‘become inappropriate’, according to the rules of the scheme. The case has implications for setting pay as well as pensions.

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Graduate starting pay up by 4.8%

The median starting salary for graduate recruits increased by 4.8% between 2016 and 2017, according to the latest IDR survey of pay and progression for graduates. The median starting salary for graduates is now £27,000, up on the £25,700 figure produced by the 2016 survey. When it comes to progression pay, our analysis shows that the average salary for graduates recruited three years ago, in 2014, is 22% higher than for those recruited in 2017.

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Pay Settlement Analysis: Upturn in settlement levels

The median pay award across the whole economy rose to 2.5% in the three months to January 2018, according to the latest monitoring figures from IDR. This is the highest we have seen since the quarter to December 2015, when many firms pushed up pay rates in advance of the introduction of the Government’s National Living Wage the following April. In the two years since, the median pay award has only risen above 2% on three occasions.

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