• Benefits at Christmas time

    By Charles Cotton, Senior Adviser for Performance and Reward, CIPD

    This year’s CIPD reward management survey in association with LCP looks at the issue of employee benefits. It finds that there are a number of perks associated with the Christmas period.

    The most common benefit is a Christmas event, such as a party or lunch, with over 60% of respondents to our survey indicating that they provide one to all of their…

    • 7 Dec 2018
  • Colleagues with benefits: the pros and cons of employee segmentation

    By Charles Cotton, Senior Reward Adviser

    For employers, what are the advantages of segmenting the benefits that they offer to employees or segmenting the workforce when it comes to communicating the benefit package? Can such an approach help an organisation better target resources, or might it end up creating dissent and disunity?

    The 2018 reward management survey: focus on employee benefits, in partnership with LCP, finds…

    • 28 Nov 2018
  • When tax becomes taxing!

    In May 2018, the Government launched a consultation that proposes changes to who is responsible for determining the IR35 status of engagements.

    There are three proposals, but the preferred approach is to transfer from the contractor to the private sector organisation the responsibility for determining whether the off-payroll rules (IR35) apply to the engagement where an individual is providing their services through an…

    • 11 Jul 2018
  • Benefit matters

    By Charles Cotton, CIPD Public Policy Advsier

    Look at most research on reward and the focus is on pay. Such topics as executive remuneration, merit pay or sales-based incentives predominate. Similarly, a lot of public policy attention is given to such issues as CEO pay, minimum pay or public sector pay.

    However, when it comes to employee benefits, there is little research on this topic. This is odd, given that financial…

    • 23 May 2018
  • What’s the point of pay?

    By Charles Cotton, Public Policy Advisor at the CIPD. 

    The CIPD’s 2018 UK working lives gives us some interesting insights into employees’ satisfaction with their pay.

    Given that the survey only finds that only 45% of workers think that their pay is appropriate for the job they do, given their responsibilities and achievements, while 36% do not, there is room for improvement. By way of comparison, overall job…

    • 30 Apr 2018
  • Gender pay gap reporting: what have we learned from Year One?

    The deadline for firms with more than 250 employees to publish the average pay gap between male and female workers has now passed, and it’s been a year full of lessons. While some organisations struggled with the calculations, and many left reporting until the last day, what’s crucial is that we now have a benchmark from which employers can focus on improving progression and opportunities to achieve equality at all levels…

    • 5 Apr 2018
  • Gender pay gap reporting – tidying up the loose ends

    By Sheila Wild, founder of www.equalpayportal.co.uk and author of the CIPD guide to Gender Pay Gap Reporting

    With the reporting deadline fast approaching, over 1,600 organisations have so far published their gender pay gap reports. Rumour has it that many are intending to publish on International Women’s Day, which falls on the 8th March – we shall see. Meantime, it’s clear that, whatever the eventual compliance…

    • 7 Mar 2018
  • Pensions: A BAME perspective

    By Charles Cotton, Senior adviser for performance and reward, CIPD

    The survey commissioned by the CIPD to help inform the report Addressing the barriers to BAME employee career progression to the top, also asked some questions about whether workers from a BAME background were saving for their retirement. While we have carried out surveys of employees in the past about how they were saving for the time when they stopped…

    • 18 Dec 2017
  • Networks, performance and reward management exchanges

    Professor Stephen J. Perkins (co-author, CIPD annual reward management survey)

    It is common to refer to ‘reward systems’ and, reflecting on our findings in the CIPD 2017 reward management survey, clarity to inform understanding of this term may help practitioners in planning action to manage them.

    Organisations are made up of multilevel systems connecting social actors (i.e. individuals and groups of people…

    • 14 Dec 2017
  • The role of justice in reward management

    Professor Stephen J. Perkins (co-author, CIPD annual reward management survey)

    How can we begin to interpret findings from the 2017 CIPD reward management survey around fairness and transparency? Theory-informed commentary helps us by referring to issues that may be understood using the ideas of distributive, procedural and interactional justice. The first of these has tended to get the most publicity – questions of…

    • 13 Dec 2017
  • Employee financial well-being: aligning reward with people strategy

    By Charles Cotton, CIPD Senior Adviser for Performance and Reward

    The 13th of November marks the start of Financial Capability Week, the purpose of which is to celebrate, showcase and amplify existing financial capability initiatives and ultimately improve financial well-being.

    To mark this, the CIPD has polled HR professionals to ask if employee financial well-being is part of their organisation’s people management…

    • 13 Nov 2017
  • Gender pay gap reporting six months on

    By Sheila Wild, founder of www.equalpayportal.co.uk and author of the CIPD Guide to Gender Pay Gap Reporting

    Six months in to the process of gender pay gap reporting, what can we say? Not a lot. Of the several thousand or so organisations required to report annually on their gender pay gap, so far only 115 have done so. I don’t read too much into this, as it’s up to each organisation to choose its own reporting date…

    • 13 Oct 2017
  • Election puts the living wage in the spotlight

    By Katherine Chapman, Director, Living Wage Foundation.

    Since the snap election was announced there has been much talk about minimum wages and living wages. It is great to see such a focus on low pay ─ at a time when over half of people in poverty are in working households and with inflation set to rise, this has never been more important.

    At the same time, the debate is growing about the future of work and how the UK must…

    • 7 Jun 2017
  • Who is keeping an eye on gender pay gap reporting?

    By Sheila Wild, founder of www.equalpayportal.co.uk and author of the CIPD guide to Gender Pay Gap Reporting

    With only a handful of employers having yet published their gender pay gap figures, is it possible to draw any conclusions about how gender pay gap reporting is shaping up?

    The gender pay gap reporting regulations require employers with 250 or more employees to publish a specific set of figures on their organisation…

    • 6 Jun 2017
  • Brexit and pay optimism

    By Charles Cotton, CIPD Performance and Reward Adviser

    In my last blog, I looked at whether there was a relationship between whether people felt optimistic or pessimistic about the future in light of Brexit and whether they had a pay rise in 2016.

    In this blog, I’ll look at whether optimism or pessimism about Brexit is linked to pay expectations for 2017. Interestingly, those private sector staff who are pessimistic…

    • 15 Mar 2017
  • What happened to wages in 2016?

    Charles Cotton, CIPD Performance and Reward adviser

    Despite economic growth in 2016, only slightly more employees got a wage increase in 2016 (53%) than did in 2015 (51%), according to the CIPD’s latest Employee Outlook focus on pay and pensions.

    While the proportion of private sector staff enjoying a pay rise has remained stable between December 2015 and December 2016 at 52%, the percentage of public sector workers…

    • 7 Mar 2017
  • Pension re-enrolment – knowing the facts

    Angela Bell, The Pensions Regulator


    Every three years certain members of staff must be put back into an automatic enrolment pension scheme. This is called ‘re-enrolment’

    An employer’s duties will vary depending on whether they have staff to re-enrol or not. Either way, they will need to complete a re-declaration of compliance to tell The Pensions Regulator (TPR) how their duties have been met.

      

    Step…

    • 3 Mar 2017
  • Financial well-being: making a difference

    By Charles Cotton, CIPD Adviser, Performance and Reward

    This week, the CIPD has been supporting the UK’s first financial capability week. The aim of this programme of events is to raise awareness of the importance of financial capability, what it means and the organisations involved in making a difference.

    Financial capability is defined as the ability to manage money well – both day-to-day and through life events…

    • 17 Nov 2016
  • Executive Compensation: Adhering to the highest professional principles in a difficult world

    By John Lee, Managing Partner FIT Remuneration Consultants

    Since 2009, all of the leading firms of advisors to Remuneration Committees have, on behalf of their individual consultants, signed up to a Code of Conduct that sets out both a number of high-level principles and some more detailed good practice guidelines.

    As someone involved with the Remuneration Consultants Group (“RCG”) since its inception, and a current Board…

    • 11 Nov 2016
  • The living wage: boosting employee well-being

    Today marks the start of Living Wage week. Living Wage week has been going for a number of years and was established to celebrate the achievements of the Living Wage movement, to announce the new hourly UK and London Living Wage rates, and to raise awareness of the benefits of the Living Wage for employees and employers.

    First, let’s be clear on the terminology as there is more than one living wage in play. The Living…

    • 31 Oct 2016
  • Financial well-being needs to become part of a well-being at work strategy

    By Monica Kalia

    The well-being at work agenda has gathered momentum among employers and policymakers since Dame Carol Black published her pioneering report, Working for a Healthier Tomorrow, in 2008.

    Calling for a “new approach to health and work in Britain”, in which the promotion of good well-being is a fundamental component, the report concluded that the issues surrounding health at work are not just problems of…

    • 12 Aug 2016
  • Brexit and pensions

    By Charles Cotton, Performance and Reward Adviser

    The prominent Brexit campaigner, and now Foreign Secretary, Boris Johnson has a reputation for having a Greek or Latin quote for most occasions. I’m sure that he’d be familiar with the saying: Quidquid agis, prudenter agas et respice finem, or whatever you do, do cautiously, and look to the end. In other words, whatever you decide to do, first think about the consequences…

    • 13 Jul 2016
  • Brexit: Standing up against race hate


    The CIPD is supporting a campaign by the EHRC to encourage employers to show leadership in challenging intolerance and to ensure those experiencing workplace racism feel supported. David Isaac, Chair of the EHRC, talks more about this campaign in his blog.

    There is growing evidence that we are experiencing a deeply troubling spike in racism and race hate following the recent referendum.

    Sadiq Khan has recently spoken…

    • 13 Jul 2016
  • An age of uncertainty

    Deborah Moon, Reward blogger

    Whether you were a “remainer” or “leaver”, probably one thing we would all agree upon is that we are now entering a period of considerable uncertainty, not least in economic and employment terms. The worldwide volatility in the stock markets, significant fall in the value of the pound and downgrading of the UK’s credit ratings will impact on both organisational and individual finances. In…

    • 29 Jun 2016
  • Brexit: the implications for reward

    By Charles Cotton, CIPD Adviser for Performance and Reward

    Last week the UK narrowly voted to leave the EU. There are many questions now being asked about what our future might hold, but what are the possible consequences for reward and HR of this decision?

    Firstly, we need to help organisations assess the potential impact this decision could have on their demand for employees, the supply of their workers and how we recruit…

    • 27 Jun 2016