Incomes Data Research

Discover plans and implications for reward in 2025 at IDR's upcoming annual conference this September. Gain valuable insights from the results of IDR's survey of pay planning and reward intentions for 2025. Join us for a day filled with expert discussion on reward and reward-related developments, pay intentions, the economy, labour market trends, and real-life experiences from guest speakers who have tackled reward challenges first-hand. The event brings together expert speakers to tackle pay and reward challenges for the year ahead, including: - The pay climate for 2025 – with cost of living still an issue and a volatile labour market, what can we expect for pay in 2025? - Pay plans and expectations – employers’ key priorities and challenges for pay and reward in 2025 from IDR’s summer 2024 survey - Employment law update – Darren Newman simplifies employment law changes and looks ahead to a possible change of administration - Case study: GWR – how the train operator is modernising its approach to pay - What’s next for the minimum wage? - insights from the Low Pay Commission’s chief economist. Join us via Teams on Thursday, 12 September 2024, from 10:00 am to 3:00 pm. Our panel of IDR and guest speakers will broadcast live from our Southend office, offering ample opportunities to ask questions and share challenges with peers. Don't miss out on enhancing your knowledge and preparing for 2025 – book your place now!

Stay Ahead: Discover IDR's IT & Cyber Pay 2024 report! IDR IT and Cyber Pay 2024 provides you with salary tables for 26 IT and Cyber roles within the following disciplines: - Development and Architecture - Cyber - Systems Maintenance - Management - Data Science - Business Intelligence It includes information from 56 organisations, together employing over 730,000 employees in the UK and was collected in February 2024. The roles are broken down by IDR level, sector and geographical region. Plus information on hours and holidays. Expert commentary and analysis sets us apart from other large consulting firms. We also collect our own data, which means we are in an excellent position to comment on the key trends in pay and reward.

Our Pay Climate information service provides accessible, up-to-date analysis of pay awards and other developments in reward across the economy through our quarterly bulletin, virtual briefings and regular updates to our extensive online resource centre. For more information about Pay Climate or to download a free sample copy, click the link below.

What is in store for the National Living Wage in 2025? In April the previous Government published a new remit for the Low Pay Commission (LPC), the independent body that advises on the National Living Wage (NLW) and National Minimum Wage (NMW). Unusually, and likely in anticipation of a change of administration, the latest remit covers a single year, and aims to maintain the NLW at a level equivalent to two-thirds of median earnings in 2025. However, the new Labour Government has outlined plans that could introduce a closer link between the NLW and the cost of living in the future. The existing remit builds on the LPC’s target for the period from 2020 to 2024, over which the NLW rose from 60% to 66% of median earnings and was expanded to cover workers aged 21 and 22...

Setting pay in the retail sector has become increasingly challenging over recent years, with some employers reviewing pay more than once a year in order to match that at competitors. Recent increases to the National Living Wage (NLW) have also placed upward pressure on labour costs. And the newly appointed Labour government plans to include the cost of living in the formal remit of the Low Pay Commission, which recommends increases in the NLW. Taking part in our survey will provide you with a clearer sense of the market position on pay rates, differentials, recruitment and retention, future increases to the NLW, and staff benefits. The survey results will provide a valuable insight into pay-setting in the sector. All participants will receive a detailed summary report of the findings. Please find the link to the survey below.

IDR’s Pay Benchmarker is continually being updated with new salary data, enhancing your experience and access to valuable information. For more information about our Pay Benchmarker service, please click the link below. 

IDR's annual survey of pay and conditions in retail. The results of our study will provide you and other organisations with vital analysis on pay rates, differentials, employee benefits and recruitment and retention for the sector, including supermarkets, high-street stores and hospitality. The survey will take around 20 minutes to complete and as a 'thank you' all participants will receive a free summary report of the findings in late 2024.

With 4 July fast approaching, what manifesto commitments have the two main parties made in respect of pay and employment? The minimum wage features in both parties’ manifestos. The National Living Wage, the ‘adult’ statutory minimum rate for workers aged 21 and over, reached two-thirds of median earnings in April 2024 and the Conservatives intend to maintain it at this level in each year of the next Parliament. According to their manifesto, on current forecasts this would see it rise to around £13 an hour (an increase of around 14%) over the five-year term...

While the rate of inflation has come down, cost of living issues persist and labour markets remain tight in many areas therefore pay setting remains difficult. Our pay planning survey aims to examine the influences on the pay decisions that organisations are making for 2025 as well as providing insights into the forces shaping reward outcomes over the coming year and beyond. All participants will receive a free summary of the findings. As such, taking part will provide you with a valuable insight into how businesses are responding to real-time trends, and will help guide future pay-setting decisions.

IDR is experienced at benchmarking pay and benefits for a wide range of roles, both generic and specialised, across the private, not-for-profit and public sectors. Our analysis ensures you are paying the amount necessary to recruit, retain and motivate employees. For more information about salary benchmarking click the link below.