Editor's message: Pay is the main building block of employee reward packages, and organisations will need to take the time to set salaries at the right level for their business.
Guidance on appropriate salaries for job roles is likely to come from salary surveys, while information on the value of annual pay awards in other organisations can be taken from pay settlement analyses.
When reviewing pay levels, you should bear in mind the level of the national minimum wage. Employers may also wish to conduct an equal pay review to ensure that their pay structures and rates comply with equal pay legislation.
Sheila Attwood, managing editor, pay and HR practice
Two-thirds (65%) of women and 27% of men would not apply for a job at a company where "men and women are not equally paid for equal work", according to a poll by Glassdoor.
Private-sector organisations have predicted their pay awards. In this podcast we look at the median basic pay increase employers are expecting to award employees in the year 2017/18.
A year on from its introduction, our research investigates how employers have adapted to the introduction of the national living wage and how they are planning for the increases that are expected over the next four years.
Despite a pick-up in economic growth, pay award levels remain static. XpertHR's survey of pay forecasts reveals the expected value of pay awards for the coming year and the upwards and downwards influences on these.
At the turn of the year, pay awards have stabilised at the level seen as the norm over the past few years, and employers are predicting no change to this pattern over the coming 12 months.
We summarise the latest pay settlements monitored by XpertHR.
Updated to include the XpertHR pay settlement data for the three months to the end of February 2017. XpertHR will publish the next pay figures on 20 April 2017.
Updated to include details of the Government's call for evidence on business expenses.
HR and legal information and guidance relating to pay levels and awards.