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- Date:
- 24 March 2025
- Type:
- Commentary and insights
While the introduction of neonatal care leave and pay is the key change for HR professionals to get to grips with, there are other employment law changes in April 2025. These include increases to the national minimum wage rates; a rise in statutory redundancy pay; and the uprating of statutory sick pay and family-related pay.
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- Type:
- Survey analysis
Charts summarising pay awards across the manufacturing and production sector monitored by the Brightmine pay databank.
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- Type:
- Survey analysis
Charts summarising pay awards across the not-for-profit sector monitored by the Brightmine pay databank.
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- Type:
- Survey analysis
Charts summarising pay awards across the public services sector monitored by the Brightmine pay databank.
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- Type:
- Survey analysis
Charts summarising pay awards across private-sector services organisations monitored by the Brightmine pay databank.
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- Date:
- 19 March 2025
- Type:
- Survey analysis
The Brightmine headline measure of pay awards remains stable in the three months to the end of February 2025, confirming the downward trend in pay settlement levels.
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- Date:
- 19 March 2025
- Type:
- Survey analysis
At the start of 2025, pay awards have dropped to their lowest level since 2021 - but will this decline continue? Our latest data offers insights into expected pay deals for the year ahead and the key factors shaping them, from affordability to national insurance changes and the national minimum wage.
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- Type:
- Quick reference
Updated to reflect the new rates of the national minimum wage in force from 1 April 2025.
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- Date:
- 19 February 2025
- Type:
- Survey analysis
January is a popular month for pay awards, providing insight into where settlements are likely to sit for the year ahead. Our latest data reveals a marked slowdown in pay growth.
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- Date:
- 29 January 2025
- Type:
- Podcasts and webinars
We share findings from the Brightmine research programme as well as top tips and practical guidance and share a detailed run-through of what HR can be doing now to prepare for future changes to employment law legislation.