Editor's message: Organisations like to be inventive with their reward offerings. Paying all employees a single salary, with no opportunity for them to earn any more during the year, may work for some roles, but is unlikely to engage or motivate employees in others.
Bonuses are one of the most common incentive payments used by employers, and can add up to a considerable enhancement to the salaries of some individuals. The possibility of earning a bonus encourages employees to go the extra mile - ultimately providing a benefit to both employer and employee.
Other payments don't require specific input from employees. Long-service awards, for example, reward employees for longevity with their employer. Although some such awards are token, for example a badge or a pen, some organisations make awards that are worth considerably more to recognise long service.
Rachel Sharp, HR practice editor
Updated to take into account that the Financial Reporting Council has published its proposed revised Corporate Governance Code, which includes provisions relating to executive shares.
Here, we look at the findings from the XpertHR survey of benefits and allowances, presenting data on the availability of a number of benefits including long-service awards, childcare and travel benefits, location payments, volunteer days and various allowances.
We examine XpertHR Salary survey data to reveal which employees are receiving a bonus, and the value of these payments.
In Lock and another v British Gas Trading Ltd (No.2)  IRLR 946 CA, the Court of Appeal held that the Employment Appeal Tribunal was correct to uphold an employment tribunal decision that the Working Time Regulations 1998 can be interpreted to require employers to include workers' results-based commission in the calculation of their holiday pay.
British Gas has been refused leave to appeal by the Supreme Court in the long-running case regarding the payment of commission during holiday.
No matter who the employer is and how much scrutiny they are under, calculating bonuses can be problematic. We round up five employment law cases where the employer made a bonus mistake.
XpertHR's latest research on Christmas and New Year working arrangements finds that employers will spend an average of £27,000 on celebrations during the 2016/2017 holiday period.
The Court of Appeal has held that the Employment Appeal Tribunal (EAT) was correct to uphold an employment tribunal decision that the Working Time Regulations 1998 can be interpreted to require employers to include a worker's commission in the calculation of his or her holiday pay.
HR and legal information and guidance relating to employee incentives.