How to

All items: Pay and benefits

How to deal with a pay rise that coincides with an employee's pregnancy or maternity leave

Updated to reflect the increase to the statutory maternity pay rate from 5 April 2020.
How to review your organisation's pay rates against the national minimum wage

Updated to include the new rates of the national minimum wage that came into effect from April 2020.
How to measure and report a gender pay gap

Updated to reflect that enforcement of gender pay gap reporting is suspended due to the coronavirus outbreak.
How to put together a total reward statement

Practical guidance on developing a total reward statement to showcase an employer's investment in the reward and benefits of its employees.
How to deal with maternity pay, salary sacrifice and childcare vouchers

Updated to reflect the increase to the statutory maternity pay rate from 7 April 2019.
How to use inflation statistics in pay setting

Updated to reflect the latest findings from XpertHR on which measures of inflation employers use in pay setting.
How to use a salary survey

Updated to include salary data from the December 2018 XpertHR Technology Salary Survey.
How to carry out an equal pay audit

Updated to include additional information on assembling a project team, employee involvement, and developing an action plan.
How to ensure compliance with the law on childcare vouchers

Updated to include information on the closure of childcare voucher schemes to new entrants.
How to introduce and manage an occupational sick pay scheme

Updated to take account of the General Data Protection Regulation, in force from 25 May 2018.

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About this category

Practical step-by-step advice on how to manage workplace situations relating to pay and benefits.

The materials and information included in the XpertHR service are provided for reference purposes only. They are not intended either as a substitute for professional advice or judgment or to provide legal or other advice with respect to particular circumstances. Use of the service is subject to our terms and conditions.

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