The reward strategy of a company can be key in determining its success at recruiting and retaining staff. However, there are certain statutory provisions employers must comply with such as minimum annual leave entitlement and pension provisions. In respect of pay, the National Minimum Wage Act 1998 provides that all workers over compulsory school leaving age shall be paid at least the National Minimum Wage and the Equal Pay Act 1970 aims to prevent discrimination, as regards terms and conditions of employment between men and women. Equality legislation also protects those working part time  or on a fixed term basis. Furthermore, an employee’s entitlement to a non-statutory benefit, such as a bonus, can often be the cause of a dispute with the employer, especially on termination.

The following resources consider the legal implications of pay and benefits to help you act appropriately to avoid potential disputes.