“People work for money but go the extra mile for recognition, praise and rewards.” Dale Carnegie
Editor’s comment Recent figures released by the Office for National Statistics (ONS) show that post- pandemic vacancies are on the increase and that the competition for staff is fierce. Employers will need to ensure they are not just
others will be permanently working from home. To maintain a happy workforce, it will be essential for organisations to address the concerns of workers in all types of arrangement, and to act upon them accordingly. I hope you enjoy the November issue of Professional . Make sure you don’t miss out on the update on the health and social care levy, which can be located on page 50. I will see you next in the special Christmas issue of the magazine.
offering attractive base salary rates, but also a wide range of rewards and benefits if they are to both attract and retain the best staff. The pandemic has also shone a light on the importance of employee well-being and raised moral and ethical considerations around the extent to which employers should be responsible for this. Individuals who have been working from home for a period of eighteen months are being asked to return to offices and places of work, some will be adopting a hybrid working approach, whilst
Lora Murphy ACIPP (editor@cipp.org.uk) Editor
Chair’s message
This month, the magazine explores how employee well-being links to reward and payroll’s practical role in ensuring rewards and well-being are delivered and promoted. From a financial reward perspective, this covers
The organisation’s reward strategy should be reviewed, or one implemented to reflect its culture, purpose and values. As payroll have access to financial pay data, they are well placed to advise the business of the total cost of making different rewards available to employees. The tax position can be identified and any associated costs for the employees highlighted to allow them to establish if this could affect their financial planning and well- being. Payroll can also be proactive and review whether costs for current rewards provided could be reduced for employers and their employees.
all financial provisions made to employees, but should this extend to total reward including non-pay benefits? The answer will vary between organisations. Some payroll departments will already deal with reward and benefits or compensation and benefits, while others can reflect on whether they should extend the role of payroll to drive change for different types of rewards to increase employee well- being. Reward as an area is vast and can be complex in nature, as it is not only financial rewards that impact on an employee’s well-being, but also non-financial rewards, such as flexible working, recognition and career progression opportunities.
Liz Lay MSc FCIPPdip FHEA ACIPD (liz.lay@cipp.org.uk) Chair, CIPP
As we approach the end of 2021, we can once again reflect that there has been nothing normal about this year. For many, vaccinations have provided a much-needed line of defence. CEO’s message
in 2020. Sadly, as last year, this was not to be the case, but I did see many of you attend and follow the event online. Excellence was once again rewarded at our awards ceremony, ably handled by our business development director, Vickie Graham and our ‘master of ceremonies’, Clare Balding OBE. The CIPP congratulates all the winners and celebrates their success. A supplement from the Annual Conference and Excellence Awards is provided as an insert in this month’s magazine. Finally, we have planned to celebrate our graduation ceremony in Birmingham in November, for those who have successfully completed our university-approved qualifications. As last year’s ceremony was postponed, we are looking forward to celebrating both the classes of 2020 and 2021.
I continue to convey the best wishes of the CIPP staff and myself, that you, your families and colleagues have continued to keep safe and well, as clearly, in some form, this virus will be around for a while yet. It was pleasing to hold some of the National Payroll Week events back in September in person, and it was evident by the volume of conversation that the sessions were thoroughly enjoyed. It was great to celebrate these events with friends and colleagues in our key industry in a face-to-face environment. Last year I wrote hoping that, by now, the world would have returned to some semblance of normality and that, once again, we could celebrate our flagship Annual Conference and Excellence Awards Ceremony at Celtic Manor in Newport, having missed out
Ken Pullar FCIPP (ken.pullar@cipp.org.uk) Chief executive officer, CIPP
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| Professional in Payroll, Pensions and Reward |
Issue 75 | November 2021
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