There’s no denying it, it’s critical that you have the right Pay and Reward policies.
Get it right and you can inspire and motivate your employees. Get it wrong and you’re facing low productivity, recruitment and retention problems. And probably people being rewarded for the wrong behaviours. We’re here to make sure you get it right – every time.
Our Pay & Reward specialists are experts in their field. We help you to design and impliment pay structures that fit your organisation’s needs, direction and culture.
The right reward strategy
It’s so important to avoid waste and ensure that every aspect of your Pay & Reward policies drive the right behaviours. Yet so often, they don’t – often because of a lack of a proper review for many years. We can review your current Pay & Reward approach and either suggest improvements or design and implement a brand new one.
We’ve worked with a large number of employers over the years, helping them to implement and improve schemes that boost business performance. At Menzies Law we will never ‘fob you off’ with an off-the-shelf package. We take the time to get to know you. We look at your unique situation and can therefore deliver frank, honest advice tailored to you.
Our senior Pay & Reward consultant has over two decades of experience in Job Evaluation and knows every major JE scheme intimately. You won’t find anyone better qualified to review your current JE scheme or impliment a new one. Whether you are large or small, private or public sector, we can help.
We are pleased to now be able to provide you with the market-leading JOES, a ‘points factor’ based JE scheme which in our view is the most adaptable, user-friendly JE scheme on the market, and considerably quicker and cheaper to use and run its major rivals. We’d love to tell you more about it and give you a demo – find out more here.
And if it turns out that JOES isn’t right for you, we have a number of other options for you, to suit your organisation and budget.
Gender Pay Gap and Equal Pay experts
We are one of the UK’s leading specialist legal consultancy teams on the Gender Pay Gap (GPG), having led the way since 2015 with our award-winning, innovative Gender Pay Gap Audit & Advice services.
Our multi-disciplinary GPG team combines senior Pay & Reward consultants, highly experienced Equal Pay auditors and leading specialist employment lawyers, working together under fixed-price packages.
We work with a large number of medium and large employers to carry out GPG calculations and reports, Equal Pay audits and provide specialist legal advice on their areas of risk. We also provide detailed practical recommendations on the steps they can take to analyse the drivers of their GPG and reduce both their gaps and their legal risks.
To find out more about how we can help you with any of our Pay & Reward services, click here and get in touch with us today.
Pensions and Employee Benefits
Complementing our Pay & Reward advice, we also offer a wide range of legal support and advice on Pensions and Employee Benefits.
Advice for employees
This particular page covers our services for employers. If you are an employee looking for advice about your own pay, you’ve come to the right firm. See our pages for employee clients and just give us a call.
Get in touch
- Gender Pay Gap4th May 2016Look no further: We are the Gender Pay Gap and Equal Pay specialists Menzies Law’s innovative Gender Pay Gap services give you all the reporting, analysis and legal risk assessment you need, all in one place and all from one multi-disciplinary team of pay experts Our Pay & Reward team’s unique mix of statistical, equal pay and employment law experts provides you with all the support and advice you need to: calculate and report your gender pay gap (GPG) understand your equal pay position and exposure know your key legal risks take practical actions to reduce your GPG, reduce any equal pay risks and improve pay equality across your organisation. On your Risk Register There is no doubt that the legal duty on larger employers to report and publish their GPG is transforming the debate on pay equality, from being seen as a ‘nice to have’ to now being a key challenge and focus for businesses and public bodies. Whether it is the on-going saga of BBC pay or the enormous sums at stake in the equal pay claims against the likes of ASDA and Tesco, pay equality is probably here to stay as a major HR and employment law issue. This isn’t something to treat as “just compliance” or “something for the HR team to worry about”. Pay equality is now a key strategic issue for Boards and will effect your recruitment, staff retention, morale, productivity, public reputation and more besides. An unrivalled team Our market-leading Gender Pay Gap services provide you with a combination of advice, practical recommendations and statistical analysis that no other law firm, accountancy practice or consultancy in the UK can. Uniquely, our equal pay lawyers have teamed up with highly experienced pay & reward specialists to provide a range of fixed-price services for employers, providing both the pay & reward expertise and the legal expertise in one report and through one team. So far as we know, we’re still the only people in the UK offering this joined-up approach. Our Pay & Reward team is led by our Director, Luke Menzies, a dual-qualified Barrister and Solicitor and a prominent legal expert in GPG issues, who is regularly quoted in the national press on pay equality issues and invited to speak on the subject at major national conferences on HR, pay and employment law. In charge of statistics, auditing and pay structure consultancy is the well-known Pay & Reward specialist Jane Baalam. Before joining our team, Jane carried out a similar role at top 10 UK accountancy firm Smith & Williamson LLP. Since 2015 we have been making waves and establishing ourselves as leading UK experts in our field. We were delighted to be recognised as UK Regional Law Firm of the Year (Human Resources) 2018 for our work, by the respected market-reseach organisation The Legal 500. Have you yet reported your Gender Pay Gap? If you have 250+ employees, you need to record your gender pay gap as at 5 April 2017 (30 March 2017 for public sector in England) and publish it within a year. Our Gender Pay Gap services give you all the data and guidance you’ll need. Whether you’ve had a go at calculating your GPG yourselves, or have not yet started to think about it, we have a GPG service suited to you. Gender Pay Gap Audit & Advice service Our flagship Gender Pay Gap Audit & Advice service provides you with the professional analysis, support and advice to deal with the risks and impact of this change on your organisation. We crunch the numbers for all your workforce pay and benefits, to providing a detailed equal pay audit report. We also calculate your gender pay gap. Then our legal and pay experts put their heads together and highlight for you all the key areas of equal pay risk in your organisation. Finally, we suggest an action plan and set out a list of recommendations – all designed to both reduce your gender pay gap and reduce your equal pay risks. It’s a comprehensive, expert review of your entire approach to pay and reward from a gender point of view, set out in an impressive and lengthy report that gives you clear, practical recommendations on what to do next. Read here about one recent client’s experience of our Gender Pay Gap Audit & Advice service. Gender Pay Gap Review If you only want a simpler, more streamlined version, don’t worry. Our fixed-price Gender Pay Gap Review service simply calculates your gender pay gap and gives you the data that you need to report. We help you with publication and the contents of your narrative, if you wish to include one in your published data. We will highlight to you any areas of risk that we spot. We can always work with you on your equal pay audit and legal risks another time, if you wish. Gender Pay Gap Sense-check And if you intend to calculate your own gender pay gap, we can still help. Our fixed-price Gender Pay Gap Sense-check service provides a quick but expert review of your GPG figures and your methodology. It also helps you set them out in the required format for publication. It gives you the confidence that you have done the right calculation, will be publishing the right data in the right way, and are fully compliant with the new law. For more information on all our Gender Pay Gap services, contact us now. And once you’ve published your GPG data? Having poor pay equality as an organisation impacts on your recruitment, staff retention, morale, productivity, public reputation and more. Take the initiative and follow some of the UK’s most successful and innovative employers in taking the steps to understand your organisation’s pay equality profile and improve it. We can support you all the way on this journey by providing you with: a full Equal Pay Audit of your workforce specialist legal advice on your equal pay position and exposure detailed practical recommendations on improving your pay structure a thorough review and improvement of the pay equality aspects of your staff policies and procedures implimentation of a modern, fit-for-purpose Job Evaluation Scheme – one that avoids the pitfalls and built-in inequalities of older schemes salary benchmarking a wide range of improvements to your pay structure and your general approach to pay & reward. Advice for employees This particular page covers our services for employers. If you are an employee looking for advice about your own pay, you’ve come to the right firm. See our pages for employee clients and just give us a call. So what’s this Gender Pay Gap all about? Here is lots more information: What’s it all about? Did you know…? How we can help Why choose us? Why act now? What do employers need to do? Where’s this all come from? Get in touch We’d love to talk to you, so please either call us on 0117 325 0526 or complete an Online Enquiry to start the conversation....
- So what’s this Gender Pay Gap all about?9th February 2018What’s it all about? Did you know…? How we can help Why choose us? Why act now? What do employers need to do? Where’s this all come from? What’s it all about? Employers with 250+ people are now required to publish their pay data with reference to gender – in other words, disclose their Gender Pay Gap (GPG). Pay equality and transparency is of course something to mostly be welcomed, but its introduction will bring with it a host of legal and financial headaches for employers. Our Gender Pay Gap Audit & Advice service provides you wish the professional analysis, support and advice to deal with the risks and impact of this change on your organisation. Did you know…? In the year to April 2016 the average GPG for all types of employee in the UK was 18.1%. This is better than it used to be, but it remains stubbornly present, decade on decade. For full-time employees in the UK the GPG is 9.4%. For part-time employees there is a ‘negative’ GPG: part-time women are paid 6% more than part-time men. The relative figures for the private and public sectors are 16.6% and 11.3%. The GPG has always been narrower in the public sector. The average gap between full-time annual salaries for men and women is currently £5,732. Ex-employees can make equal pay claims up to 6 years after they left you. In the USA the average GPG is 20%. The average GPG is 15.2% in France, 21.6% in Germany but only 7.3% in Italy. How we can help Our Gender Pay Gap Audit & Advice service can provide all the audit, data analysis and legal advice support that you will need for this process. Our equal pay legal experts will work seamlessly with our equal pay audit partners at Smith & Williamson to: crunch the numbers for all of your workforce pay and benefits provide a detailed equal pay report identify your GPG and highlight any areas of high risk advise you on the legal risks and how to minimize them support you in formulating an action plan for addressing the various risks We also offer a simplified Gender Pay Gap Review, in which we can establish, at a much more basic level, what your headline equal pay position might be. These services come with clear, transparent, fixed prices, depending on your number of employees. For more information, prices or any questions you may have, please get in touch. Why choose us? Unlike accountancy firms and HR consultancies, our report will be protected by legal privilege because we’re a law firm. This means you can’t be forced to disclose it during any legal claim. That could be a critical advantage. We believe our blended approach of a pay specialist and an equal pay legal experts working together to produce the Audit & Advice report is unique. It will provide you with the best possible quality of report, covering all the pay, HR and legal angles. Menzies Law is one of the UK’s leading specialist employment law firms – all of us are senior experts in our field. Jane Baalam of Reward Risk Management is a leading equal pay, pay structure and job evaluation specialist, with vast experience over all sectors and all types of employer. Our fixed prices are transparent and certain, taking account of your size. Why act now? An immediate pro-active approach is critical. You should immediately take steps to identify your GPG and the extent of your organisation’s vulnerability to equal pay claims, and take steps to tackle it. Once you have the data you then need to formulate plans, both immediate and longer-term, for ensuring that you phase out any GPG as quickly as you can. Your GPG data will be available to all your workforce and beyond, and could create the following significant risks for you: Disclosure of sensitive pay data Damage to your employee relations and trade union relations Impact on workforce morale, engagement and productivity Significant cost of equal pay claims from current and former employees going back over many years Reputational harm to your organisation through negative publicity Impact on employee attraction, engagement and retention Impact on your procurement bids, particularly public sector So do please get in touch with us now to discuss your organisation and how we can help assess your GPG risk and work with you to reduce it. What do employers need to do? Audit You should arrange for a professional equal pay audit of your workforce to be carried out. Elements to assess include basic pay, any variable like bonus or financial incentives, any enhancements such as shift pay, weekend pay or overtime, any allowances such as clothing, tools and travel time and any financial benefits such as PMI and insurance cover. Data analysis The results of the audit data need to be presented and studied carefully, by function, business unit and location. The unintentional inequity of some of some of your enhancements and fringe benefits, for example, might undermine the fact that your actual basic pay is itself fairly gender-neutral. Anything discretionary might be inequitable – you need to consider and test it. Historical changes can mean inequities become hidden in your policies. Legal You need to take advice on whether you have any legal defences to any GPG you may find, such as the ‘genuine material factor’ defence, which often works effectively. You may well need advice on whether different roles are ‘work of equal value’, which is where the majority of equal pay risk lies. High risk areas need particularly careful attention. You then need to prepare a legal strategy for dealing with any equal pay claims that are likely to arise, not only from current employees but from those who left you up to 6 years ago. Relationships and communication You need to prepare to answer difficult questions from your employees, customers, shareholders and other stakeholders. You may well need to rebuild trust with any staff who discover that they have been negatively affected by any GPG. You may need to review your employee engagement, morale and productivity levels. Financial You need to plan how you are going to fund any equal pay claim pay-outs – particularly the potentially large back-pay claims that can grow up over the years. Where’s this all come from? The legal requirement to ensure equal pay actually came into force in 1975 under the Equal Pay Act 1970, which was partly the result of an equal pay movement inspired by the 1968 Ford Dagenham sewing machinists’ strike. In the forty years since, the GPG has steadily reduced, but remains at a stubborn average of 19.1% in favour of men. Equal pay law covers not only pay differentials within the same job role, but can in many circumstances require that pay rates are standardised across different functions for ‘work of equal value’. This has led to massive group claims in the public sector, where traditionally ‘female’ roles – such as cleaning and caring jobs – attracted lower rates than ‘male’ work found to be of equal value, such as maintenance and refuse collection roles. As the public sector claims run their course, claimant law firms are increasingly turning their attention to the private sector, where statistics show the pay gaps now tends to be wider. In July 2015 the then Prime Minister, David Cameron, announced that, in order to force further change to remove the remaining GPG, mandatory pay data reporting would be required for larger employers. A voluntary GPG disclosure scheme, established in 2011, had been a failure. “You can’t have true opportunity without equality. There is no place for a pay gap in today’s society and we are delivering on our promises to address it.” David Cameron, July 2015 Since then, Theresa May’s government has continued in the same direction and shows every sign of increasing the amount of mandatory disclosure of pay information. Get in touch We’d love to talk to you, so please either call us on 0117 325 0526 or complete an Online Enquiry to start the conversation....
- Leading the Way in Equal Pay13th April 2017We care… We care about Equal Pay and the Gender Pay Gap. Not in a typical reactive law firm ‘yeah, there’s some new regulations, we can help you with that’ sort of way, but actually more like this: We’re astonished that the overall Gender Pay Gap is 18.1% We’re dumbfounded at Deloitte’s prediction that the GPG won’t be closed until 2069 We’re angry about the societal issues that give rise to this situation and we’re saddened by the prospect of our daughters feeling less valued than our sons We’re also well aware of how much more productive and profitable gender-diverse organisations tend to be. We reckon that many executives and decision-makers within large employers feel the same – not least because they’ve told us so. It’s incredibly rare for any business to be wilfully underpaying female staff. But by really understanding the demographics of your workforce and the intricacies of your pay structure, you can gain a startling insight into where your business might be contributing to the problem – and how you can start being part of the solution. The business case is unargable too Recent research by McKinsey & Co (Diversity Matters, 2015) concluded that gender-diverse businesses are 15% more likely to out-perform their respective national industry medians (and ethnically-diverse businesses 35% more likely). They found that in the UK greater gender diversity at the top level of a business corresponds to the highest performance increase in the data reviewed. For every 10% increase in gender diversity, operating profit rose by 3.5%. So what have we done about it…? In 2015, long before the GPG reporting obligations came into law, we recruited a top-class Pay & Reward specialist to work with us in developing our market-leading range of pay equality services, led by our Gender Pay Gap Audit & Advice report. Since then we’ve worked with a large number of employers to obtain comprehensive insight and analysis into their own GPG and Equal Pay positions, including lots of legal advice and practical recommendations on next steps to close their gaps. We have assisted a large number of clients to calculate, report and publish their GPG statistics and consider their actions for tackling their gap. We’ve produced a Guide to GPG and Equal Pay aimed at business, which sets out clearly the conceptual difference between the GPG and Equal Pay, explaining the legal structures and where risks commonly arise. We can now provide employers with a market-leading Job Evaluation Scheme, JOES, which delivers excellent pay equality and a strong defence to Equal Pay claims. We are now developing a range of advice services to assist employers to tackle and reduce their GPG through systematic reviews and improvements to their HR policies, procedures and practices, to root out conscious and unconscious gender bias in decision-making and line management. We regularly provide our expert speakers to talk about the GPG and Equal Pay at major national and regional HR and legal conferences, including the Association of Colleges, E-Reward and the CIPD. We actively participate in academic research, working in particular with UWE Bristol. We’ve provided evidence on the current working of equal pay law to the Fawcett Society review of discrimination legislation, chaired by Dame Laura Cox DBE. We have written, and been quoted as experts in, many articles on the GPG and Equal Pay in the national press, including The Evening Standard, The Telegraph and The Sun, and local press too, such as the Bristol Post. We regularly write for specialist HR and Pay & Reward publications and news websites. We’ve blogged on the subject many times and will continue to do so. We talk about the GPG and Equal Pay to everyone we meet! Let’s work together… We’re delighted to support women’s business and networking organisations, industry bodies, academic institutions and others who would benefit from our materials and speaking expertise on this topic. If you’d like to collaborate with us, then please get in touch with Jane Baalam, Anne-Marie Boyle or Luke Menzies. If you would like to talk to us about identifying and addressing the Gender Pay Gap in your organisation, we’d be delighted to hear from you. Read more here. Call us on 0117 325 0526 – we’re always happy to talk on the phone and most cases we can visit your business to discuss your needs in detail with all the key decision-makers before you commit to any purchase. If you are an individual and feel that you have been the victim of pay discrimination, either alone or as part of a group, then we would be happy to advise you as to potential legal redress. Call Anne-Marie or Luke for more information. Jane Baalam 0117 325 0526 *protected email* Anne-Marie Boyle 0117 325 0924 *protected email* Luke Menzies 0117 325 0921 *protected email* Get in touch We’d love to talk to you, so please either call us on 0117 325 0526 or complete an Online Enquiry to start the conversation. https://www2.deloitte.com/uk/en/pages/growth/articles/technology-career-pathways-gender-pay-gap.html...
- JOES© Job Evaluation Scheme5th March 2018At Menzies Law we’re proud to recommend and provide you with access to JOES, a cost-effective and easy to use system for evaluating jobs across your organisation. JOES uses a number of factors to determine the relative value of different roles within your business, and positions them into clearly defined levels. Ultimately its purpose is to ensure you are treating your people consistently and fairly. Job Evaluation has a number of very important benefits for your organisation: Deciding your hierarchy, i.e. which jobs in your organisation are more important than others. It helps you calculate the number of people each position and department needs. It supports your pay scale – helping you determine the appropriate pay for each job depending on where it sits in the hierarchy. It is highly effective protection against equal pay claims. It is also provides a very effective answer to other complaints about pay. With legislation, media interest and social pressure all combining to increase the profile of the gender pay gap and equal pay risks, a robust Job Evaluation scheme remains the best way of defending your business in the event of any equal pay claims or indeed any other legal claim relating to pay. In recent years we have seen equal pay claims increasing and since the July 2017 abolition of Employment Tribunal fees the number is growing even more quickly. What are the benefits of using JOES? Adaptable JOES can be purchased as a ‘standard’ solution and can be tailored to your organisation’s language and cultural identity. Robust JOES has six pre-defined, well-recognised standard factors within it, each divided into sub factors. These factors determine the depth and breadth of the role. It is very comprehensive and robust. Intuitive JOES is easy to learn how to use and all training is provided on-line, with support available by phone and email. This significantly reduces the traditional problems associated with an organisation losing its HR team members who are trained on a job evaluation scheme. With JOES, it is quick and easy to get additional HR colleagues trained and effective in using the process. Clear outputs JOES provides you with clear reporting functionality, allowing you to quickly understand and make use of the resulting data outputs. The technology behind it allows your HR team to keep accurate records of all evaluations and to confidently store all outcomes of the evaluation process, run pay modelling exercises and design pay grading structures. Future-proofed JOES allows for a read-over into any competency frameworks that you may currently use or ones you may develop in the future. It is designed to be owned by you. Transparent JOES gives your employees a clearly defined, objective and transparent framework for career development, reassuring them that they are being treated fairly and increasing confidence of job grading equality. It enables clear read-over into grading and pay issues as well as giving transparent indicators towards progression through grades. Convenient to use JOES is an easy-to-use web-based system, requiring minimal training to understand and use. It is accessible from any device with an internet connection. Its remote accessibility makes appeals panels easier to run as participants can still input to the process. Strong legal defence The robustness of the JOES approach will provide your organisation with a strong legal defence to equal pay claims, since JOES will be able to demonstrate whether two roles can reasonably be treated as being similar or of equal value and the reasons for any pay differential between employees. Safe and secure Being cloud-based, all of your JOES data is securely saved and backed up away from your site, providing reassurance in terms of business continuity and cyber-security. Tested Menzies Law has selected JOES as its job evaluation partner after significant expert research into the available job evaluation tools and systems. We wanted something we could confidently recommend to our clients so you can be assured that we’ve done the homework and you don’t have to! Why JOES is the best JE scheme available Compared with rival schemes, JOES is far quicker and easier to use and it will save you a substantial amount of time per role. JOES is also easier to learn how to use compared with most rival schemes. The factors that JOES uses are universally recognised and can be easily applied to all jobs in every organisation, from cleaner to CEO, from Admin to Actuary. JOES is more adaptive and flexible than its rivals, recognising that some jobs are technical, others are managerial and some are a combination of the two. JOES recognises the need to balance skills and qualifications with experience and know-how. Unlike many rival schemes, the factors used by JOES are timeless and do not need to be updated to reflect changing operational needs: e.g. they are not based on arbitrary financial budget sizes. JOES automatically records and databases your outcomes, managing the admin for you. Being cloud-based, JOES stores and backs-up all your information off-site. JOES comes with 24 hr support. Like to know more? If you’d like to know more about JOES and how it could help your organisation, please get in touch with us and we’d be pleased to discuss how it can help you. Either call us on 0117 325 0526 or complete an Online Enquiry to start the conversation. We have an agency agreement with the developers of JOES that allows us to provide you with a highly competitive price, and we’d be delighted to provide you with a quotation. For consistency and continuity, JOES comes with a minimum 3-year contract....