Topics

Pay and benefits

New and updated

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

Type:

How to

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

Type:

How to

Updated to reflect the increase to the statutory maternity pay rate from 1 April 2018.
What is the living wage used by the Living Wage Foundation and how is it calculated?

Type:

FAQs
What is the national living wage?

Type:

FAQs
Is an employer at risk of an age discrimination claim if it has different pay rates for employees of different ages, in line with the national minimum wage bands?

Type:

FAQs
When a worker turns age 25, is he or she entitled to be paid the national living wage rate from the date of his or her birthday?

Type:

FAQs
What is the current rate for the national minimum wage?

Type:

FAQs
What rate of the national minimum wage is payable when 1 April 2018 falls within a worker's pay reference period?

Type:

FAQs
The national minimum wage: local authority

Type:

Employment law manual

Additional information on the law on the national minimum wage for local authority employers, including "sleeping in" duties. To be read in conjunction with the general information on the law on the national minimum wage.
Are employers required to pay school children on work experience the national minimum wage?

Type:

FAQs

First
Previous
2
3
4
5
6
7
8
9
10
11
Next

About this topic

HR and legal information and guidance relating to pay and benefits.

Pay and benefits: key resources

Tools for pay specialists

Salary surveys Detailed pay benchmarking data across a range of core business roles and industries enabling you to see your organisation's pay rates in context. Surveys include:
Technology staff salary survey
Managers and professionals salary survey
Voluntary sector salary survey

Benchmarking Compare HR policies and practices.

Pay and benefits: top tools

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.