Pay, reward & job evaluation
Make better-informed pay decisions with a structured view of roles, market evidence and internal consistency. Build a reward approach your organisation can explain.
What you can commission
- Job description and role-profile reviews
- Job evaluation and grading projects
- Salary benchmarking and pay structures
- Reward principles and implementation planning
What the work can deliver
We agree the final outputs in your brief. Depending on the assignment, these can include:
- An agreed evaluation or benchmarking approach
- Clear role profiles and documented assumptions
- Options for grades, ranges or reward principles
- An implementation and communication plan
Questions employers ask.
Short, sourced answers on the issues that most often lead to this kind of work.
All answers- What does equal pay law require of employers?Under the Equality Act 2010, men and women must get equal pay and contractual terms for equal work: like work, work rated as equivalent, or work of equal value. A difference is only allowed where it is genuinely explained by something other than sex, such as location or hard-to-recruit skills.
- Which employers must report their gender pay gap, and what is changing?Employers with 250 or more employees on their snapshot date must report and publish gender pay gap data within a year. Action plans on the gender pay gap and menopause support are currently voluntary and are expected to become mandatory in 2027: March for public authorities and April for private and voluntary sector employers.
- What are the current National Minimum Wage and National Living Wage rates?From 1 April 2026 the hourly rates are £12.71 for workers aged 21 and over (National Living Wage), £10.85 for ages 18 to 20, £8 for under-18s and £8 for apprentices. The rates usually change each April.
- How should employers calculate holiday pay, including for irregular hours?Workers get a week's pay for each week of statutory leave, usually averaged over the previous 52 paid weeks where pay varies. For irregular-hours and part-year workers, leave accrues at 12.07% of hours worked in each pay period, and all their leave is paid at their 'normal' rate.
- What is the Fair Work Agency and what does it enforce?The Fair Work Agency is the government body set up on 7 April 2026 to enforce certain workers' rights. It enforces the National Minimum Wage and National Living Wage, regulates employment agencies and businesses, licenses labour suppliers to agriculture and food, tackles serious labour exploitation and penalises unpaid tribunal awards. Holiday pay enforcement is expected to begin in 2027.
- How does statutory sick pay work from April 2026?Since 6 April 2026, statutory sick pay (SSP) is payable from the first full day of sickness absence and no longer depends on earning above the Lower Earnings Limit. The 2026 to 2027 weekly rate is £123.25 or 80% of the employee's average weekly earnings, whichever is lower, for up to 28 weeks.
What tribunals are seeing
Tribunal tracker- Unlawful deduction from wages
- 336 decisions
- Equal pay act
- 7 decisions
- National minimum wage
- 3 decisions
- Working time regulations
- 207 decisions
Employment tribunal decisions published on GOV.UK in September 2026, by category. A decision can carry several categories.
A good question.
Commissioning through a procurement process? Use our buyer route to structure your requirement and request supporting information.
Which evaluation and salary data will be used?
The methodology, benchmark population and required data sources are agreed in the brief. Any licensed survey data and associated costs are identified before the work is commissioned.
Let’s give the work a clear next step.
Tell us what’s happening and what a good outcome would look like. You don’t need to have every answer.