Did you know…

If you have 250 or more employees and other workers then you will be obliged under the GPG Reporting regulations to submit your statistics to the government website within the reporting deadline (30th March 2018 for public sector, 4th April 2018 for private sector).

Where do we start?

We can help you with collating and understanding the data you need to report and ensuring that you have the calculations correct.

What will it mean?

Of course, the GPG statistics are just the tip of the iceberg. A low mean or median GPG figures does not mean you have no risk of equal pay issues, nor does a high figure mean that your pay is automatically unfair. An equal pay assessment will help you understand what your risks are and where you need to focus your efforts to resolve them.

Legal Privilege Adds Authority.

Combine Gender Pay Gap and Equal Pay Assessments, add in the possibility of a legally privileged review by a specialist employment lawyer, and your report to your board has all the authority it needs. Legal privilege carries not only the weight to help you get your Board’s attention, but the protection that you will not be required to divulge our findings at a later date.

Did you know…

Most organisations spend more time monitoring their utilities and maintenance bills than they do managing their paybill? Getting your pay levels wrong can affect your ongoing costs, and also the morale and commitment of your staff. Pay is more often than not given as a reason for leaving, but you can take steps to ensure that your pay structure suits your needs and retains your staff.

Where do we start?

We start by finding out what you want to achieve with your pay framework. We help you with understanding the different types of pay frameworks and get your key players involved in designing and developing a pay framework that helps you meet your business goals. We support you with employee communications and engagement in the process.

What will it mean?

Getting the pay levels right means your staff can concentrate on doing their jobs instead of what is wrong with their pay. You will have a fair and consistent approach to pay that helps support your business goals. You will be able to identify and understand the pressure points in your pay framework and know what steps to take to alleviate them. You will be able to explain differences in pay and why they are there.

To better understand how I can help please take a look at some of my case studies which explain in detail how I help with specific issues.

View Case Studies