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
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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 into account the announcement by NHSI that the ban on NHS employers employing NHS nurses and doctors to fill shifts will not be implemented on 1 April 2017.
We investigate the principles that guide organisations' reward offerings, and look at the various reward activities that will be undertaken over the coming year.
The law on equal pay, including the Equality Act 2010, the right to equal pay, the "sex equality clause", the "maternity equality clause", gender equality, gender pay, the comparator, equal work, like work, work rated as equivalent, work of equal value, indirect discrimination, pay secrecy clauses and the material factor defence.
HR and legal information and guidance relating to pay and grading systems.