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
Pay awards across the private sector are worth a median 2% in the year to the end of August 2017, but some variation exists by industry.
Low pay growth continues in the charity sector.
The chemicals sector, once renowned for awarding higher pay rises than others, is now awarding increases at the same level as other parts of the economy.
The construction industry has recorded one of the highest median pay awards of any sector over the past year.
More pay deals pitched at a higher level than last year as median in the utilities sector rises to 2%.
Engineering sector pay awards are flat at 2% despite more buoyant trading conditions.
Finance sector pay awards remain at 2.5%, despite a robust operating background.
Pay awards in the general manufacturing sector hold steady, but questions remain over future trading conditions.
The hotels, catering and leisure sector made pay awards in line with the private sector as a whole over the past year.
While the headline pay award in the information and communications sector remains steady, more employers froze pay in this more than any other sector.
HR and legal information and guidance relating to pay levels and awards.