Why pay compression is becoming a stategic reward challenge
Simon Cook | 21 October 2026
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Part 1: Why Pay Benchmarking Isn't Broken: Understanding What Market Data Can (and Can't) Tell Us
Sarah Nash | 21 October 2026
Reward priorities for law firms: performance, differentiation and transparency
Cathryn Edmondson | 20 October 2026
Pay & Reward | Pay Compression
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Reward planning for 2027: How to make every pound count
Spencer Hughes | 15 October 2026
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Innecto Insights Report Autumn Edition 2026
Justine Woolf | 09 October 2026
Explore the latest trends shaping pay, reward and the wider workplace in our Autumn 2026 Insights Report, with expert analysis and practical guidance to support your reward decisions.
Pay transparency is not a big bang. It is a test of confidence.
Simon Cook | 07 October 2026
For many HR leaders, the EU Pay Transparency Directive once appeared to be a fixed destination; one deadline, one set of requirements and one major organisational response. The reality emerging across Europe is different and potentially more reassuring.
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How strong pay progression supports talent retention
Mark Macoun | 01 October 2026
Pay & Reward | Pay Progression
Setting out a clear pay progression route gives employees a stronger reason to build their future where they are instead of looking elsewhere. It works out to be more cost effective for you as an employer too.
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Equal Pay Reform: A Turning Point for Reward?
Holly Coe | 23 September 2026
The government's consultation on equal pay and pay discrimination represents one of the most significant developments in reward regulation for many years. While attention has largely focused on pay transparency and recruitment disclosures, the proposals extend much further, with potential implications for job evaluation, pay structures, equal pay audits, race and disability pay discrimination, outsourcing arrangements and regulatory enforcement.
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Fair Pay and Working Conditions: Five myths to bust
Sarah Lardner | 15 September 2026
Working conditions do matter when we assess work of equal value, but not always in the way employers assume. Our role as reward specialists is to help our businesses turn the principle into a workable approach, but before we do that we need to put to bed a few persistent myths.
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Pay Transparency isn't really about transparency, it's about accountability
Sarah Lardner | 10 September 2026
Salary ranges and reporting attract the headlines, but can organisations explain the decisions behind the numbers?
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Turning recognition into a strategic business tool
Sarah Lardner | 03 September 2026
Have you ever asked AI to define ‘Recognition Scheme’? Unsurprisingly, you get a superficial response. Something like “a formal programme that acknowledges and rewards strong performance, positive behaviour and contributions with praise, awards, bonuses, gifts or perks.” That's what we'd expect, but I prefer to focus 'below the line' on its core function of seeing, equipping and developing our people in line with our business goals.
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Why Pay Compression is becoming a strategic reward challenge
Spencer Hughes | 24 August 2026
Pay compression is becoming an increasingly common challenge for employers. As statutory wage rates rise and salary budgets remain constrained, organisations must balance legal compliance with the need to maintain meaningful pay progression and internal pay equity.
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