Clear aims and strict adherence to timeframes enabled the Scout Association to implement a total review of pay and benefits within one year.
The Principality Building Society introduced a market- and performance-related pay and grading structure following a comprehensive job evaluation exercise. This case study looks at how this was implemented
In Pulham and others v London Borough of Barking and Dagenham EAT/0516/08, the EAT held that it is open to an employer to seek to justify the adoption of discriminatory pay protection arrangements following the abolition of a discriminatory incremental pay scheme. However, in this case, the tribunal's decision to the effect that the employer was justified on the facts could not be upheld, because its approach to the assessment of justification was legally flawed.
The Employment Appeal Tribunal has held that, contrary to the position with sex discrimination, pay protection arrangements that are discriminatory on the ground of age are always potentially justifiable.
HR and legal information and guidance relating to red-circling of employees' pay.