How to

All items: Pay and benefits

How to review your organisation's pay rates against the national minimum wage

Updated to reflect the rates of the national minimum wage effective from 1 April 2018.
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 1 April 2018.
How to deal with maternity pay, salary sacrifice and childcare vouchers

Updated to reflect the increase to the statutory maternity pay rate from 1 April 2018.
How to choose a salary survey

Updated to take account of the General Data Protection Regulation, in force from 25 May 2018.
How to ensure compliance with the law on childcare vouchers

Updated to include information on the delay in the closure of childcare voucher schemes to new entrants.
How to introduce and manage a flexible benefits scheme

Updated to take account of the General Data Protection Regulation, in force from 25 May 2018.
How to use a salary survey

Updated to include salary data from the December 2017 XpertHR Technology Salary Survey.
How to introduce and manage an occupational sick pay scheme

Practical guidance on introducing and managing an occupational sick pay scheme, including deciding on the factors determining entitlement, setting the sick pay rates, taking account of previous absence levels and communicating the scheme details.
How to measure and report a gender pay gap

Updated to include details of the government league table where organisations' gender pay gap information will be published.
How to use inflation statistics in pay setting

Updated to reflect the ONS adopting the CPIH as its preferred measure of inflation from 21 March 2017, and ceasing publication of a number of lesser-used inflation measures.

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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.