Pay Awards September 2022: How the pay award for each employee pay group over the three months to 31 August 2022 compared with that awarded over the three months to 31 August 2021. Based on analysis of a matched sample of data from the XpertHR pay databank on UK whole-economy pay settlements, conducted in September 2022.
Pay Awards October 2022: How the pay award for each employee pay group over the three months to 30 September 2022 compared with that awarded over the three months to 30 September 2021. Based on analysis of a matched sample of data from the XpertHR pay databank on UK whole-economy pay settlements, conducted in October 2022.
Pay Awards December 2022: How the pay award for each employee pay group over the three months to 30 November 2022 compared with that awarded over the three months to 30 November 2021. Based on analysis of a matched sample of data from the XpertHR pay databank on UK whole-economy pay settlements, conducted in December 2022.
Pay Awards January 2023: How the pay award for each employee pay group over the three months to 31 December 2022 compared with that awarded over the three months to 3 December 2019. Based on analysis of a matched sample of data from the XpertHR pay databank on UK whole-economy pay settlements, conducted in January 2023.
Pay Awards March 2023: How the pay award for each employee pay group over the three months to 28 February 2023 compared with that awarded over the three months to 28 February 2022. Based on analysis of a matched sample of data from the XpertHR pay databank on UK whole-economy pay settlements, conducted in March 2023.
Pay Awards April 2023: How the pay award for each employee pay group over the three months to 31 March 2023 compared with that awarded over the three months to 31 March 2022. Based on analysis of a matched sample of data from the XpertHR pay databank on UK whole-economy pay settlements, conducted in April 2023.
Pay Awards May 2023: How the pay award for each employee pay group over the three months to 30 April 2023 compared with that awarded over the three months to 30 April 2022. Based on analysis of a matched sample of data from the XpertHR pay databank on UK whole-economy pay settlements, conducted in May 2023.
Pay Forecast 2020: The estimated value of the pay award that employers plan to give to each employee pay group in the 2020 wage round (commencing 1 January 2020 and concluding 31 December 2020). This XpertHR survey was conducted in February 2020.
Labour Turnover Rates 2020: The total labour turnover rate for the 2019 calendar year. The total labour turnover rate takes voluntary resignations and redundancies into account, and is also known as the crude wastage rate. This XpertHR survey was conducted in November 2020.
Absence Rates and Costs 2020: The absence rate for the 2019 calendar year in terms of the number of days' absence per employee. This XpertHR survey was conducted in June 2020.
Reward Priorities 2021: How organisations think the overall bonus pot will change in 2021 compared with 2020. This XpertHR survey was conducted in February 2021.
Labour Turnover Rates 2021: The total labour turnover rate for the 2020 calendar year. The total labour turnover rate takes voluntary resignations and redundancies into account, and is also known as the crude wastage rate. This question draws on data compiled in September 2021 from XpertHR survey respondents and readings from the Cendex database.
Reward Priorities 2021: How organisations think the number of bonus payments made will change in 2021 compared with 2020. This XpertHR survey was conducted in February 2021.
National Living Wage 2020: How the 2020 percentage pay increases for workers impacted by the national living wage are likely to compare with those for other workers. From April 2020 the compulsory national living wage will increase by 6.2% for workers aged 25 and older; by 6.5% for 21-24-year-olds; by 4.9% for 18-20-year-olds; by 4.6% for 16-17-year-olds; and by 6.4% for apprentices. This XpertHR survey was conducted in February 2020.
Absence Rates and Costs 2020: The long-term absence rate for the 2019 calendar year in terms of percentage of working time. The National Institute for Health and Care Excellence (NICE) defines long-term sickness absence as an absence lasting 'four or more weeks'. This XpertHR survey was conducted in June 2020.
Absence Rates and Costs 2020: The short-term absence rate for the 2019 calendar year in terms of percentage of working time. The National Institute for Health and Care Excellence (NICE) defines short-term sickness absence as 'an absence lasting up to (but less than) four weeks'. This XpertHR survey was conducted in June 2020.
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