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Editor's message: A robust pay and grading system will form the basis of reward in most organisations. This will detail, among other things, how job roles at the organisation are ranked, their associated salaries, and how employees progress through the different levels. When devised in conjunction with a thorough job evaluation process, a pay and grading system can help to prevent equal pay issues.
A grading structure will need to be supported by accurate, up-to-date information on market pay rates. Employers may therefore need to carry out a pay benchmarking exercise when introducing or reviewing a pay and grading system.
Sheila Attwood, managing editor, pay and HR practice
Updated to include additional information on the guidelines on sound remuneration policies.
Unions representing thousands of claimants in a long-running equal pay claim against Glasgow City Council have welcomed the latest victory in the Court of Session.
Updated to include revised advisory fuel rates, effective from 1 June 2017.
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Updated to reflect the introduction of the gender pay gap reporting duty for private- and voluntary-sector employers with 250 or more employees, in force from 6 April 2017.
Updated to include information on Harrod and others v Chief Constable of West Midlands Police and others, in which the Court of Appeal considered if forcibly retiring police officers was justified.
Updated to reflect the increase to the national minimum wage rates, effective from 1 April 2017.
XpertHR Quick Reference - National Joint Council for Local Government Services pay spine.
Updated to take account of NHS Improvement's revised guidance in relation to the treatment of locum, agency and bank staff under the reforms to the intermediaries rules (IR35).
HR and legal information and guidance relating to pay and grading systems.