As the pandemic continues, there are two truths. One, that businesses need to reopen in order to be viable, and two, protecting people from the dangers of the virus is of the utmost importance. As a small business—we know that these dilemmas

This is why HARK recently partnered with Truework, to make it easier for you.

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Communicate with trust, transparency and tenacity

If you are implementing NMW and NLW pay increases then tell your employees all about it, how it directly and positively impacts them, and how this will be reflected in their payroll. This will ensure employee awareness and understanding of the changes. Consultation with your team members outside of the scope of these statutory pay increases is also fundamental, so that no-one feels overlooked or undervalued. This approach feeds into financial wellbeing for everyone you employ.

Consultation with your team members outside of the scope of these statutory pay increases is also fundamental, so that no-one feels overlooked or undervalued. This approach feeds into financial wellbeing for everyone you employ.

Employee Benefits – Engage, motivate, retain

The good news is – the benefits of pay increases, such as the NMW and NLW, as well as salary benchmarking uplifts correlate with enhanced engagement and productivity levels. However, let’s go one level further here – HR themes inform us that employees are re-evaluating post-Covid, are proactively seeking to be part of an organization with a strong employer brand, offering a sense of purpose and a contribution effect from work. In considering the NMW and NLW es and your remuneration packages, it makes sense to explore your employee benefits in their entirety. If you are not able to implement financial ds currently, for those outside of the scope of the statutory pay increases, then exploring non-financial employee benefits is certainly worthwhile. Understanding what really matters to your people from a benefits package perspective will enable you to consider a range of eme benefits. Salary sacrifice schemes can be a great way to offer additional employee benefits without increasing the employer’s costs. By allowing employees to sacrifice part of their salary in exchange for certain benefits, such as cycle to work schemes, childcare vouchers, company car or private medical, employers can offer attractive benefits that can help attract and retain talented staff.

If you are not able to implement financial rewards currently, for those outside of the scope of the statutory pay increases, then exploring non-financial employee benefits is certainly worthwhile. Understanding what really matters to your people from a benefits package perspective will enable you to consider a range of employee benefits. Salary sacrifice schemes can be a great way to offer additional employee benefits without increasing the employer’s costs. By allowing employees to sacrifice part of their salary in exchange for certain benefits, such as cycle to work schemes, childcare vouchers, company car or private medical, employers can offer attractive benefits that can help attract and retain talented staff.