Editor's message: Organisations like to be inventive with their reward offerings. Paying all employees only their 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 reflect that the Government has published guidance on the Coronavirus Job Retention Scheme.
XpertHR Salary surveys data provides an insight into bonus payments across different job roles and industries.
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This summary report covers key findings from the 2019 XpertHR survey on reward strategies and priorities.
We look at the average bonus payments across different job roles and industries, and how likely employees are to receive a payment.
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John Lewis Partnership may not pay its staff a bonus this year, despite having the funds to do so, as it prepares for continuing turbulence on the high street.
We examine the provision of some of the wide range of benefits and allowances offered by respondents to XpertHR's research, including childcare benefits, long-service awards, charity days, location allowances, and standby and call-out payments.
Our analysis of XpertHR Salary survey data shows which job roles are receiving bonuses, and the value of the payments made.
Updated to take account of the General Data Protection Regulation, in force from 25 May 2018.
HR and legal information and guidance relating to employee incentives.