Employers are experimenting with the type of benefits on offer post-pandemic, moving away from focusing only on flexible working or mental health.
Law firm Stephenson Harwood has been criticised for its decision to offer a lower rate of pay for full-time remote workers, but research shows some workers may take up the offer.
Let me start with the good news, which is that 87% of organisations have recognition programmes. Fantastic. So, if you do the maths, this should equate to an equally high percentage of employees...
The lowest paid employees are the least likely to have access to a strong benefits package, despite being the group that could use them the most.
Too many firms are lazy by assuming their recruitment problem is a skills gap.
Booster salary and benefits packages for new starters aimed at helping recruitment are instead fuelling resignations.
In such a competitive talent market, employers have been reluctant to remove location allowances, for example London weighting, from their reward packages. With more and more employees working...
In a time characterised by uncertainty, it’s hard to see what’s ahead. That doesn’t mean we shouldn’t try, however, as Dominic Bernard reports.