Reward and remuneration

Improve benefits to help low earners, report urges

Many organisations are failing to maximise the value of employee benefits for low earners, according to research from the Work Foundation

Imposter syndrome stops female grads requesting more money

Imposter syndrome means the gender pay gap begins at graduation, according to research by Milkround

HR overestimates benefits satisfaction

?HR professionals in large UK enterprises tend to overestimate employee satisfaction when it comes to rewards and benefits programmes, research by Hawk Incentives has found

Autumn Budget 2018: What’s in store for HR?

Ahead of Hammond’s Autumn Budget on Monday, we outline what the HR community can expect to see

Bin the bonuses for a happier workplace

Bonuses are a blunt instrument that can unintentionally reward negative behaviour

Volatile pay the norm for UK workers

Eighty per cent of workers experience fluctuating pay packets, with low-paid workers most at risk, according to research from the Resolution Foundation

Letters to work Santa

Some festive rewards can go down like a lump of coal. So when it comes to gifts perhaps its time you read your employees' Christmas lists

Employers should rethink DC pension scheme design

Employers should re-evaluate their approach to default design for DC pension schemes, to ensure that they are helping members retire comfortably, according to BlackRock

Labour's worker shares plan: HR experts react

Labour’s party conference announcement that it would force all large firms to give workers shares has received a mixed reaction from reward and corporate governance experts

Wage Councils could address endemic pay inequality in the UK

There is a case for Wage Councils to help address in-work poverty in low-paid sectors

UK workers more motivated by pay

The UK workforce is more motivated by money than other European countries, suggesting low engagement

Lessons from higher education HR for other sectors

Though HR in HE has unique challenges and opportunities, there are some approaches that the public, private and third sectors can learn from

Reward and remuneration