The lumi metric register

Pay 65 Pensions & Savings 22 Health & Protection 24 Benefits & Lifestyle 42 Time Off & Family 48 Incentives & Recognition 44 Wellbeing 17 Governance & Transparency 60

Pay 65 metrics

How pay is set, structured, communicated and governed — the practice around pay, not the salary numbers themselves.

Acting-up and secondment pay policy: Whether pay for temporarily covering a higher role or a secondment follows a documented allowance policy or is decided case-by-case.
Advance notice given for shift patterns: The typical advance notice given to workers before a shift, from no set notice to two or more weeks.
Agency worker parity on pay-adjacent benefits: Whether agency workers get pay-adjacent benefits like recognition, discounts or EAP beyond the statutory Agency Workers Regulations week-12 entitlement.
AI-skills pay premium: Whether the organisation pays an additional premium to attract or retain employees with AI skills.
Allowances consolidated into base pay at any point: Whether, and how often, allowances are folded into base salary at events such as promotion or contract change.
Allowances differentiation by role level: Whether allowance amounts or eligibility vary by role level rather than applying uniformly to all employees.
Allowances included in holiday pay: Whether allowances feed into holiday pay calculations; the answer reflects all, some or none of those paid.
Allowances or premiums currently paid: The cash allowances and premiums currently paid, from car and location allowances to shift, weekend and on-call; select all. Standby allowance pays for being available outside normal hours; call-out allowance pays for actually attending when called out; on-call allowance is the umbrella retainer for the whole arrangement.
Allowances review cadence as part of reward governance: Whether allowance levels are reviewed on a regular governed cycle rather than only ad hoc.
Annual pay budget setting factors: Top drivers used to set your annual pay budget.
Apprentice/graduate pay progression framework: Whether apprentices and graduates progress on a dedicated pay framework separate from the main structure, or on an ad hoc basis.
Benefits enhanced for cost-of-living or market pressure: Whether benefits were improved in the past year due to cost-of-living or labour-market pressure.
Contractor access to employee benefits: Whether contractors and freelancers can access employee benefits such as EAP, discounts or training, and how broadly.
Employees receive tips or service charges: Whether employees receive tips or service charges from customers.
Expected workplace attendance for remote-eligible roles: How often remote-eligible employees are expected to attend a workplace, from fully remote upwards.
External pay/benefits benchmarking cadence: Whether external benchmarking data is used at least annually to inform pay/benefits decisions.
Formal counter-offer policy: The organisation's stance on matching external offers to retain resigning employees, from never countering to routine counter-offers.
Formal merit matrix use: Whether pay increases are differentiated using a merit matrix that combines performance rating with position in the salary range.
Geographic pay differentiation within the UK: Whether pay varies by UK location, from London weighting or multi-zone structures to a single national rate.
Guaranteed minimum hours (hourly-paid): Whether hourly-paid roles carry guaranteed minimum contracted hours, across all such roles, some, or none.
Guaranteed-hours offers for zero- and low-hours workers: Whether zero-/low-hours workers are offered guaranteed-hours contracts based on their average hours, as introduced by the ERA 2025 right to guaranteed hours.
Headline pay increase, by year: Typical (median) base salary increase awarded to the main population in each of the last three pay review cycles.
Holiday pay method for irregular hours: Captures which method calculates holiday pay for irregular-hours and part-year workers, from rolled-up to 52-week averaging.
Home-working expenses typically reimbursed or covered: Which home-working costs the organisation reimburses, such as equipment, connectivity or utilities.
Hourly pay multipliers by time band: The pay-rate multipliers applied to hourly-paid roles across different time bands, such as nights and weekends.
Hourly workers paid if scheduled shifts are cancelled: Whether hourly-paid workers are compensated for shifts cancelled at short notice — in full, in part, or not at all.
How often employees are typically paid: How frequently employees are paid, such as weekly, fortnightly or monthly.
How pay review outcomes are communicated: How individual pay review outcomes are conveyed to employees, distinguishing a letter alone from a letter plus a manager conversation.
How remote roles are benchmarked: The benchmarking basis for remote-role pay — national, regional/local, office comparators, individual, or not benchmarked.
How remote-role pay decisions are checked: Whether pay decisions for remote roles are checked for consistency and fairness, routinely or only in some cases.
How tips and service charges are distributed: How tips and service charges reach employees — paid directly, pooled through a tronc, distributed by the employer, or mixed.
Job-evaluation / levelling coverage: The extent to which a formal job-evaluation or levelling framework covers the workforce, from all roles to none.
Line-manager pay-decision training: Whether line managers receive training or written guidance to support pay decisions ahead of review cycles.
Location of remote employees permitted to work from: The geographic limits on where remote employees may work, from UK-only to international.
Location typically used to determine base pay for remote roles: Which location reference sets base pay for remote roles — home, contracted office, a national rate, or the role's market.
Minimum hours paid per call-out: The guaranteed minimum paid when staff are called out, expressed as minimum hours, if any applies.
On-call allowance payment basis: How on-call pay is structured, whether a flat retainer per period, per day, per call-out, or a mix.
Overtime paid: Whether overtime is paid to any employee population; a simple yes/no with a not-applicable option.
Overtime pay by shift type: The overtime pay multiplier applied to the base rate, recorded for each shift type.
Pay increases differentiated by performance rating: Whether pay rises vary with performance rating, and how strongly, versus a flat award for everyone.
Pay premiums or discounts for remote roles: Whether remote roles attract specific pay premiums, discounts, both, or no location-based adjustment.
Pay review cycle frequency: Frequency of the primary salary review cycle for pay increases.
Pay-for-skills maturity: Extent to which pay is differentiated based on scarce skills/certifications.
Planned pay increase, next review: Planned or budgeted median base salary increase for the next pay review cycle.
Policy for pay at or above range maximum: How the organisation handles pay for staff who have reached or exceeded their band maximum, from lump sums to freezes.
Real Living Wage accreditation: Captures the organisation's status against the real Living Wage, from formally accredited to paying it without accreditation.
Remote working base pay treatment: How base pay is handled when an employee shifts to remote working — protected, adjusted gradually, adjusted at once, or case-by-case.
Salary increase budget as % of payroll: Salary increase budget divided by total payroll, expressed as a percentage.
Seasonal-peak premium or retention bonus: Whether extra pay rewards staff through seasonal peaks, via a premium during the peak, a completion bonus, or neither.
Shift notice and cancellation pay for zero-hours workers: Whether zero-/low-hours workers receive reasonable shift notice and short-notice cancellation pay under the ERA 2025 right, covering neither, one, or both.
Shift premiums paid for unsocial hours: Whether an enhanced rate is paid for working unsocial hours such as nights or weekends.
Sick pay aligned to the April 2026 SSP reform: How far sick pay arrangements have been aligned to the April 2026 SSP reform (no lower earnings limit or waiting days), up to enhanced OSP.
Skills- or capability-based pay framework: Whether pay is linked to demonstrated skills or capabilities rather than solely to job role, grade or tenure.
Sources used for external pay benchmarks: The external benchmark sources drawn on, spanning consultancy surveys, live tools, recruiter intelligence and peer networks; select all used.
Starting-salary positioning policy: Captures where new hires are typically placed within the pay range, from below the midpoint to anywhere in range.
Target market position on base pay: The organisation's intended pay positioning against the market.
Target pay position in range for fully competent performers: The target pay position within the salary range for fully competent performers, expressed as a compa-ratio relative to the range midpoint.
Test whether top performers are paid above market median: Whether the organisation tests, after pay reviews, that its strongest performers sit above the market median.
Tips or service charges distributed through a formal tronc: Whether tips or service charges are shared through a formal tronc, the independent arrangement used to distribute them.
Total annual payment for each allowance: Typical total amount paid per employee each year for each type of allowance, in pounds. Standby allowance pays for being available outside normal hours; call-out allowance pays for actually attending when called out; on-call allowance is the umbrella retainer for the whole arrangement.
Tronc participation by role level: Which role levels take part in the tronc, the pooled arrangement for distributing tips and service charges.
Types of tips included in the tronc arrangement: Which kinds of gratuities are pooled into the tronc — cash tips, card tips, or service charges.
Typical promotion pay increase policy: How pay rises on promotion are determined — by a fixed percentage, range position, the new band minimum, or discretion.
Workforce cost as % of revenue: Total workforce cost divided by revenue for the same period, expressed as a percentage.
Workforce cost per FTE (Annual): Total workforce cost divided by average FTE headcount for the same period.

Pensions & Savings 22 metrics

Pension design, contribution rates, matching, and the financial-savings support offered alongside it.

2029 salary sacrifice cap impact assessed: Captures how far the organisation has assessed the cost impact of the 2029 £2,000 NIC cap on pension salary sacrifice.
Allowances pensionability by level: Whether allowances count as pensionable pay, recorded for each employee level.
Default contribution for auto-enrolled joiners: Captures the default employee pension contribution for auto-enrolled joiners, measured as percentage points above the statutory minimum.
Earnings basis for pension contributions: The earnings definition used to calculate pension contributions (banded qualifying earnings, basic pay, or total pay), which affects contribution value.
Employer NIC savings shared with employees: Indicates whether employer NIC savings from salary sacrifice are passed back to employees — wholly, partly, or not at all.
Employer pension cost share of total reward: The employer's pension contribution cost expressed as a percentage of total reward spend, showing pension's share of the reward budget.
ESG or net-zero default pension fund: Captures whether the default pension fund carries a published ESG or net-zero commitment, from net-zero aligned to standard.
Help to Save promotion for eligible staff: Indicates whether the government's Help to Save scheme is actively promoted, merely signposted, or not offered to eligible lower-paid employees.
Intended response to the 2029 salary-sacrifice reform: Captures the organisation's planned response to the 2029 NIC cap on pension salary sacrifice, from unchanged to withdrawal.
Maximum employee pension contribution rate by level: The highest employee pension contribution rate the scheme permits at each level, not the typical or default rate.
Maximum employer pension contribution rate by level: Maximum employer pension contribution rate available to employees at each level (not the typical rate).
Meets PLSA quality-mark threshold: Whether the main scheme's total and employer contributions meet the PLSA quality-mark benchmark of 12% total, including 6% from the employer.
Mid-life MOT / retirement-planning support: Indicates whether mid-career retirement-planning support (a 'mid-life MOT') is offered as a structured programme, signposting, or not at all.
Payroll giving: Indicates whether tax-efficient payroll giving to charity is offered, and whether the employer matches employee donations.
Payroll-deducted loans / hardship fund: Captures whether short-term financial help is available through payroll-deducted loans, an internal hardship fund, both, or neither.
Pension contribution auto-escalation: Indicates whether pension contributions automatically step up over time, either by default or as an opt-in feature.
Pension contribution matching level: Whether the employer matches employee pension contributions and the maximum matched percentage, from none up to more than 8%.
Pension scheme type (main population): Identifies the pension design for the main employee population: defined contribution, defined benefit, or a hybrid of the two.
Pension via salary sacrifice by default: Whether pension contributions are made through salary sacrifice as the default arrangement, exchanging salary for employer contributions to save National Insurance.
Temporary pension contribution flexibility: Indicates whether employees can temporarily lower pension contributions during financial pressure and easily restore them, formally or informally.
Typical employer pension contribution by level: The typical employer pension contribution at each job level, usually as a percentage of pay.
Workplace savings alongside the pension: Captures which workplace savings vehicles sit alongside the pension; select all that apply, from ISAs to sidecar savings.

Health & Protection 24 metrics

Private medical cover, dental, income protection, life assurance and health cash plans.

Average annual private medical insurance (PMI) premium: Average yearly PMI premium the organisation pays per employee, broken down by level of cover.
Bereavement support beyond leave: Captures which bereavement support services beyond leave are provided; select all that apply, from counselling to probate help.
Critical illness cover level (lump sum): The level of critical illness cover provided, whether none, a fixed lump sum, or a multiple of salary.
Dental cover funding basis: Whether dental cover is offered and, if so, whether the employer pays for it or employees fund it voluntarily.
Fertility support delivery route: Captures the delivery route for funded fertility support — a specialist provider, direct reimbursement, or through PMI.
Flex-up of life or income protection cover: Indicates whether employees can increase group life and/or income protection cover at their own expense.
Gender-affirming healthcare support: Indicates whether gender-affirming healthcare is explicitly supported, covered only under standard PMI terms, or not offered.
Health cash plan provision: Captures whether a health cash plan is offered and how it is funded — employer-paid for all, some, voluntary, or none.
Income protection offering: Whether income protection is offered, and whether cover is short-term, long-term or both.
Income protection salary replacement rate: The proportion of salary income protection replaces while an employee is unable to work.
Income protection waiting period: The deferred period before income protection payments start after an employee cannot work.
Levels eligible for employer-provided private medical insurance (PMI): Which job levels are eligible for employer-provided PMI, across the organisation's level structure.
Life assurance cover (main population): The death-in-service life assurance sum for most employees, as a multiple of salary.
Men's health support provided: Indicates whether targeted men's health support — such as screening or prostate/testicular pathways — is provided.
Optical cover beyond DSE requirements: Indicates whether optical cover or eye-care vouchers extend beyond the statutory DSE eye-test requirement.
PMI employee excess or cost-share: The cost employees bear on private medical insurance, from no excess to a per-claim or annual excess, or contributing to the premium.
PMI scheme components beyond core cover: Which enhancements the organisation's private medical insurance includes beyond core cover, such as out-patient, mental health, physiotherapy or dental.
Private cancer diagnostics and fast-track pathways: Captures whether private cancer diagnostics or fast-track pathways are funded as a dedicated benefit, via PMI, or not at all.
Private medical insurance (PMI) eligibility rules: How employees qualify for PMI — all staff, grade-restricted, or subject to a service requirement.
Second-medical-opinion service: Indicates whether employees can access a service providing an expert second medical opinion on a diagnosis or treatment.
Spouse/partner life cover: Indicates whether life cover for a spouse or partner is offered — employer-paid, on a voluntary basis, or not at all.
Standalone virtual GP service: Indicates whether a virtual GP service is offered in its own right rather than only bundled within PMI.
Use of GIP rehabilitation services: Captures how actively the rehabilitation and early-intervention services embedded in group income protection are used, if at all.
Women's health support beyond menopause leave: Captures whether women's health support beyond menopause leave is offered as a clinical benefit, awareness only, or not at all.

Benefits & Lifestyle 42 metrics

Company cars, flexible benefits, allowances and the lifestyle benefits around the core package.

Annual car allowance amount by level: The typical yearly cash car allowance paid at each job level, in pounds.
Annual flexible benefits allowance by level % of base pay: The annual flexible-benefits allowance offered at each employee level, expressed as a percentage of base pay.
Average redundancy cost (x monthly base salary): Average total cost of one redundancy over the last completed year, as a multiple of the employee's MONTHLY base salary. Include statutory and enhanced redundancy pay, pay in lieu of notice and settlement sums.
Benefit costs tracked centrally as part of total reward: Whether benefit costs are captured centrally within total reward reporting.
Benefits currently offered: Private Medical Insurance (PMI) covers the cost of private treatment; a health cash plan refunds everyday health costs (dental, optical, physio) up to set limits. Income protection pays a share of salary during long-term illness; critical illness cover pays a one-off lump sum on diagnosis of a listed condition. An EAP (Employee Assistance Programme) is a confidential advice and counselling line. Salary-sacrifice schemes (cycle-to-work, EV cars) fund a benefit from pre-tax pay. Tick a benefit only if your organisation arranges it today — employer-arranged counts whether employer- or employee-funded.
Benefits participation and utilisation: Whether the organisation monitors take-up and usage of key benefits, and across how many of them.
Benefits supporting sustainable choices: Which benefits actively support sustainable choices, such as a green pension option, home-energy support, or sustainable-travel incentives.
Cash allowance offered instead of a status car: Whether eligible employees can take a cash allowance instead of a status-based company car.
Company car eligibility mileage requirement: The annual business mileage threshold an employee must reach to qualify for a business-need company car.
Company cars as a status or grade-based benefit provision: Whether company cars are given as a perk linked to seniority or grade, not business need.
Documented redundancy process: Whether a written redundancy process exists and is applied consistently across the organisation.
Early-retirement / pension-bridging support: Whether restructuring includes support for early retirement or bridging pension income until a pension starts, routinely or case-by-case.
Eligibility criteria for business need company car: The factors that qualify an employee for a company car provided because the role requires one.
Employee benefits reviewed regularly to assess relevance: How regularly the benefits package is reviewed to check it stays relevant and good value.
Employee notice period by level: The contractual notice an employee must give to resign, shown for each job level.
Employer notice period by level: The notice period the employer must give to end employment, recorded for each employee level.
Employer-funded PMI eligibility rate: The share of the workforce eligible for employer-funded PMI.
Enhanced voluntary redundancy terms: Whether voluntary redundancy packages are more generous than the organisation's compulsory redundancy terms, or matched to them.
EV home charging reimbursement rate (pence per kWh): The pence-per-kWh reimbursement rate applied to business-related EV charging at an employee's home.
EV-only restriction on salary-sacrifice cars: Captures whether a salary sacrifice car scheme is restricted to EVs, prioritises them, or is fuel-neutral.
Flexible benefits platform: Whether employees can select or adjust their benefits through a flexible benefits platform.
LGBTQ+ inclusive benefits coverage: Whether core benefits are structured to be inclusive for LGBTQ+ employees and their families.
Line managers trained to manage redundancy conversations: Whether line managers are trained to handle redundancy conversations with affected employees.
Low-emission or electric vehicles mandated or prioritised: Whether company car policy requires or gives preference to low-emission or electric vehicles.
Maximum number of weeks' pay used to calculate redundancy: The maximum number of weeks' pay used when calculating a redundancy payment.
Maximum redundancy pay multiple offered, excluding notice: The largest enhanced redundancy payment offered, expressed as a multiple of the employee's statutory redundancy entitlement and excluding notice.
Notice handling approach in redundancy situations: How notice is usually handled in redundancies — worked, garden leave, paid in lieu, or mixed. Garden leave: the employee remains employed and paid through the notice period but stays at home. Payment in lieu of notice (PILON): employment ends at once and the notice period is paid as a lump sum.
Optional benefits enrolment rate: Proportion of employees enrolled in at least one optional/flexible benefit.
Outplacement or career transition support offered: Whether outplacement or career-transition support is offered to employees leaving through redundancy.
Paid study time for funded qualifications: Whether employees on employer-funded qualifications get paid study time — full leave, limited time, or none.
Personalised/flexible benefits allowance: Whether employees receive a flexible benefits allowance they can allocate to their own choices, from none through limited choice to a full personalised allowance.
Public transport subsidy beyond season-ticket loans: Whether the organisation financially supports employee public-transport costs beyond providing season-ticket loans.
Reasonable-adjustment process for benefits access: How far the organisation supports neurodiverse employees and reasonable adjustments in accessing reward and benefits, from none to a formal process with dedicated support.
Redundancy outcomes review for fairness and bias: Whether redundancy selection outcomes are checked for fairness and potential bias.
Redundancy pay calculation basis: Which pay elements are included when calculating redundancy payments, from basic salary to variable pay.
Redundancy pay terms offered: Whether redundancy pay is statutory only or enhanced, and how any enhancement is structured.
Relocation support availability: Whether the organisation helps cover relocation costs for hires who must move for the role, via policy or case by case.
Role levels eligible for a status car allowance or lease car: Maps which role levels qualify for a status car allowance or a lease car.
Salary sacrifice arrangements participation rate: The share of employees taking part in any salary sacrifice arrangement.
Selection criteria for redundancy documented and objective: Whether the criteria for selecting employees for redundancy are documented and objective.
Trans-inclusive health/benefits support: Whether benefits or health plans explicitly provide trans-inclusive support, where legally permitted; partial coverage is a middle option.
Workplace EV charging: Whether the workplace offers electric-vehicle charging for employees, free of charge, at a cost, or not at all.

Time Off & Family 48 metrics

Annual leave, enhanced family leave, carer's leave, sick pay and sabbaticals.

Additional discretionary days off: Which extra discretionary days off the organisation grants beyond annual leave, such as birthday, wellbeing, or life-event days.
Annual leave buy/sell availability: Whether employees can buy extra annual leave, sell unused days, both, or neither.
Annual leave days (excluding bank holidays): Typical annual leave for full-time employees, excluding the 8 UK bank holidays, recorded as a number of days.
Annual leave donation between colleagues: Whether a formal scheme lets employees transfer their unused annual leave to colleagues who need it.
Backup or emergency care days: Whether the organisation provides emergency backup care for children or adult dependants, whether fully funded or via discounted access.
Bank holiday swap availability: Whether employees can substitute UK bank holidays for alternative days off, for example to observe other cultural or religious dates.
Bank holiday working premium: The standard uplift paid for working UK bank holidays, from no premium up to double time.
Bereaved partner's paternity enhancement: Whether the organisation pays above the statutory bereaved partner's paternity entitlement introduced by the Employment Rights Act 2025.
Carry-over of unused annual leave: Whether unused annual leave can be carried into the next year, and whether carry-over is standard or limited.
Childcare support: Captures which forms of childcare support are provided, from workplace nurseries to backup care; select all that apply.
Day-one paternity and parental leave: Indicates whether paternity and unpaid parental leave are already offered from day one, as required from April 2026.
Dedicated paid menopause leave: Whether the organisation offers dedicated paid menopause leave, broader support without specific leave, or no specific provision.
Documented OSP eligibility rules: Whether the eligibility criteria for occupational sick pay are clearly documented — fully, partly, or not.
Domestic abuse leave and support: Whether employees facing domestic abuse can access paid leave and a formal support pathway, one, or neither.
Eldercare navigation support: Whether the organisation offers services helping employees arrange or navigate care for elderly relatives.
Employer-funded fertility treatment: Captures the depth of employer-funded fertility treatment, measured as the number of IVF cycles or the financial cap offered.
Enhanced occupational sick pay duration: The typical number of weeks enhanced occupational sick pay runs before it drops to statutory or nil.
Enhanced shared parental pay: Whether shared parental pay is enhanced above statutory provision.
Extra annual leave for length of service: Whether annual leave entitlement rises with length of service (a service-related holiday uplift).
Flexible working patterns offered as standard: Which flexible-working patterns the organisation runs as standard, such as compressed hours, core hours, flexitime, or annualised hours.
Four-day week or nine-day fortnight: Captures whether any group works a four-day week or nine-day fortnight, including at trial stage.
Holiday-pay record keeping: Whether annual-leave and holiday-pay records meet the Working Time Regulations, including accrual tracking for irregular-hours and part-year workers.
How UK bank holidays are treated: Whether UK bank holidays are counted within the annual leave allowance, granted on top, or a mix.
Mandatory shutdown leave: Whether employees must take annual leave during set shutdown periods, organisation-wide or only in some areas.
Maternity & adoption pay vs statutory: Whether maternity and adoption provision is statutory only or enhances pay, leave, or both.
Maximum additional leave purchasable per year: The most additional annual leave an employee can typically buy in a year.
Neonatal care leave above statutory: Captures whether neonatal care leave is enhanced above the statutory entitlement, through better pay, additional leave, or both.
Occupational sick pay vs SSP: Whether the organisation pays enhanced occupational sick pay above SSP, only SSP, a combination, or nothing.
Paid bereavement days above statutory: Paid bereavement leave provided for the death of a close family member, in days. UK law provides statutory parental bereavement leave and unpaid time off for dependants, but no general bereavement entitlement.
Paid carer's leave above statutory: Captures whether carer's leave is enhanced with pay above the statutory unpaid entitlement, from none to fully paid.
Paid emergency or compassionate leave: Whether emergency or compassionate leave is fully paid, paid at discretion, unpaid, or not specifically provided.
Paid fertility-treatment leave: Indicates whether time off for fertility treatment is dedicated paid leave, rather than drawn from sick or annual leave.
Paid grandparental leave: Whether employees can take paid leave to care for or support a new grandchild.
Paid parental leave beyond statutory: Whether the organisation offers any paid parental leave, going beyond the statutory unpaid parental-leave entitlement.
Paid pregnancy-loss leave: Indicates whether paid leave for pregnancy loss or miscarriage is offered as formal policy, at discretion, or not at all.
Paid study or exam leave: Whether the organisation grants paid time off for study or exams, rather than unpaid leave or no specific provision.
Paid volunteering leave: Whether the organisation offers paid time off for volunteering, as opposed to unpaid leave or no formal provision.
Remote working abroad (workation) policy: The organisation's approach to employees working remotely from abroad, from uncapped through a day limit or case-by-case to prohibited.
Return-to-work support after family leave: Whether employees returning from extended family leave receive structured support such as coaching and phased return beyond the statutory minimum.
Review of extended or repeated OSP cases: Whether extended or repeated occupational sick pay claims are reviewed before approval, for all cases, some, or none.
Right-to-disconnect policy: Whether the organisation sets expectations limiting out-of-hours contact, via a formal right-to-disconnect policy, informal guidance, or neither.
Sabbatical and career break availability: Whether extended sabbaticals or career breaks are available, and whether any such leave is paid or unpaid.
Surrogacy parity with adoption: Whether employees having a child via surrogacy get the same pay and leave as those adopting, fully, partly, or not at all.
Time off in lieu (TOIL) as an overtime alternative: Whether employees can take equivalent time off instead of being paid for overtime worked.
Unlimited annual leave: Whether any group of employees has uncapped annual leave with no fixed entitlement, covering all staff, some roles, or none.
Waiting period before occupational sick pay: Whether a waiting period applies before occupational sick pay starts, and roughly how long it lasts.
Weeks of enhanced maternity and adoption pay: Number of weeks where maternity and adoption pay exceeds statutory provision.
Weeks of enhanced paternity pay: Whether paternity pay is enhanced above statutory, and for how many weeks.

Incentives & Recognition 44 metrics

Bonus design, long-term incentives, commission, and long-service and peer recognition.

Adjusting formulaic bonus outcomes: How far judgement can override a bonus formula's result, from no discretion through documented committee discretion to undocumented adjustment.
All-employee share plan (SAYE or SIP): Captures which all-employee tax-advantaged share plans are operated — SAYE (Sharesave), SIP, both, or neither.
Annual recognition budget per employee: The yearly amount budgeted per employee to fund recognition awards, or none.
Average payout vs maximum bonus (last 12 months): The most recent year's average bonus payout expressed as a percentage of the maximum bonus potential.
Bonus buy-outs for senior hires: Whether the organisation compensates senior recruits for bonuses forfeited on leaving a previous employer, and how often.
Bonus deferral period and vehicle: For bonuses that are deferred, the usual deferral length and form, from one-year cash through multi-year cash to shares or equity.
Bonus payment timing after year end: How soon after the performance year ends annual bonuses reach employees, banded by months elapsed.
Bonuses deferred for any population: Whether part of the bonus is deferred rather than paid immediately, and how widely deferral applies.
Business share of bonus by level: The typical weighting between individual and business/company performance in the main bonus scheme, by level.
Cap on commission earnings: Whether sales commission earnings are limited, distinguishing uncapped plans from soft caps or decelerators and firm hard caps.
Clawback provisions on paid awards: Whether clawback provisions allow already-paid awards to be recovered in defined circumstances.
Commission plan structures used: The basis on which commission is calculated, from revenue or margin to quota attainment or units sold.
EMI or CSOP option plans operated: Captures which discretionary tax-advantaged share option plans are operated — EMI, CSOP, both, or neither.
Employee-ownership structure (EOT): Whether an employee-ownership model such as an Employee Ownership Trust is established, being considered, or absent.
ESG, safety or people measures in incentives: Whether incentive plans embed non-financial measures like ESG, safety or people goals, either as weighted metrics or as a modifier/underpin.
Form recognition awards take: The main form recognition awards take: cash, experiences or vouchers, points, or a mix of these.
Gatekeeper metric for any bonus payout: Whether a gateway metric (such as profit, safety or compliance) must be met before any bonus is paid.
How the bonus pool is funded: How the main bonus pool is generated: top-down from profit share, bottom-up from targets, or a hybrid of both.
Levels eligible for long-term incentives: Shows which employee levels qualify to participate in long-term incentive plans, recorded level by level.
Limits on recognition award frequency: Whether formal or informal caps limit how often one employee can receive recognition awards.
Long service award scheme: Whether the organisation runs a scheme rewarding employees for reaching length-of-service milestones.
Long service milestones recognised: The service anniversaries at which the organisation gives a long service award.
Long-service award value by milestone: The typical monetary value of the long service award an individual employee receives at each recognised length-of-service milestone.
Long-term incentive or equity plans: Whether the organisation operates any long-term incentive or equity plan for any part of the workforce.
Malus provisions used (reduce unpaid awards): Whether malus provisions allow unpaid or unvested awards to be reduced for misconduct, risk or compliance failures.
Maximum annual LTI % of base pay by level: Maximum long-term incentive opportunity expressed as a percentage of base salary.
Maximum bonus % opportunity by level: The maximum bonus achievable at each job level, expressed as a percentage of base salary.
Measures used in your main bonus or incentive scheme: The performance measures the main bonus or incentive scheme pays against; select all that apply.
Peer-to-peer recognition: Whether employees can recognise each other, from no scheme through informal peer recognition to a points or social-recognition platform.
Primary objective of incentive schemes: The primary purpose of the organisation's incentives — driving performance, aiding retention, controlling cost, or a mix.
Profit share or gainshare arrangements: Whether staff broadly share in company profits or team gains, distinguishing all-employee profit share from site or team gainshare.
Proportion of employees eligible for a bonus: The share of the workforce eligible for a bonus or incentive scheme, from under 10% to over 75%.
Recognition budget held by managers: Whether managers control a devolved recognition budget, hold only a central budget, or have none to spend.
Recognition impact measured: Whether the organisation tracks how its recognition activity affects engagement or retention outcomes.
Retention or project-completion bonuses: Whether bonuses are used to retain or reward completion by employees in critical roles, and whether this is formalised.
Sales commission plans: Whether the organisation runs any sales commission or commission-based incentive scheme; a simple yes/no gate.
SAYE share option discount: The discount applied to the share option price under a Save As You Earn scheme, where 20% is the statutory maximum.
Share plan participation rate: The share of eligible employees actively participating in the all-employee share plan, banded from under 10% to over half.
Sign-on bonuses used for any roles: Whether sign-on (joining) bonuses are used, and how routinely — from never to a core attraction tool.
SIP elements used: Which components of a Share Incentive Plan the organisation uses — free, partnership, matching or dividend shares — or none.
Target annual LTI % of base pay by level: Target annual long-term incentive award, expressed as a percentage of base pay, at each employee level.
Target bonus opportunity by level (as % of base salary): The on-target bonus opportunity at each level, expressed as a percentage of base salary.
Types of long-term incentive plans offered: The primary long-term incentive vehicle offered, spanning equity awards (RSUs, options, performance shares) and cash LTIPs.
Typical value of an individual recognition award: The typical monetary value of a single individual recognition award, or non-financial only.

Wellbeing 17 metrics

Employee assistance, mental-health support, financial wellbeing and health screening.

Annual wellbeing budget per employee: The annual wellbeing budget per employee in GBP.
Cost-of-living interventions in the last 24 months: Captures which discrete cost-of-living measures were taken in the past two years; select all that apply.
Documented financial wellbeing strategy: Indicates whether financial wellbeing is supported by a documented strategy rather than one-off or ad hoc measures.
Earned wage access before payday: Captures whether employees can draw earned pay before payday (earned wage access) — across all staff, frontline only, or in pilot.
Employee Assistance Programme offered: Whether the organisation provides an Employee Assistance Programme (confidential advice/counselling line) to employees.
Free or subsidised staff meals: Indicates whether staff meals are provided free of charge, at a subsidy, or not at all.
Health screening or assessments offered: Whether the organisation offers health screening or health assessments (e.g. health checks, medicals) to employees.
Independent debt advice access: Indicates whether independent debt or money-guidance support is funded, signposted (e.g. via MaPS), or not provided.
Limit on early pay withdrawals: Indicates whether earned wage access withdrawals are capped, typically as a percentage of pay already accrued.
Managers with mental-health training: Measures the share of people managers who have completed mental-health awareness training, banded from none to over three-quarters.
Mental-health support provisions: Captures which mental-health provisions the organisation offers, from MH first aiders and counselling to manager training; select all that apply.
Occupational health access: Captures whether an occupational health service exists and how quickly referrals are turned around, from no provision to a guaranteed sub-two-week SLA.
One-to-one financial coaching: Captures whether personal financial coaching or advice beyond pensions is offered, from funded one-to-one advice to workshops only.
Season ticket / commuting loans: Indicates whether loans for season tickets or other commuting costs are made available to employees.
Wellbeing and health data tracked: Which wellbeing and health metrics the organisation actively monitors, such as absence rates, PMI claims, wellbeing scores or EAP utilisation; select all that apply.
Wellbeing strategy and review cadence: Captures whether a written wellbeing strategy exists and, if so, its review cadence, from ad hoc to more than annually.
Who pays earned wage access fees: Captures who bears the cost of earned wage access transactions — the employer, the employee per use, or a subscription.

Governance & Transparency 60 metrics

Pay-gap analysis, pay-transparency readiness, reward strategy and pay equity.

AI in pay decisions: governance level: Whether AI tools inform pay decisions and the governance around them, from no use to human oversight with bias auditing.
AI proficiency in base pay reviews: Captures whether an employee's AI proficiency factors into base pay review decisions — formally, informally, not at all, or planned.
AI use in reward benchmarking: Captures how far AI tools are used in reward benchmarking or market analysis, from embedded in process to exploring.
Annual gender pay gap analysis: Whether the organisation runs a gender pay gap analysis at least yearly; 'In development' means it is being introduced.
Benefits linked to defined objectives: Whether employee benefits are tied to defined objectives such as retention or engagement, and whether their performance is reviewed against those aims.
Benefits re-broke frequency: How often the organisation runs a full market review or re-broke of its benefits, from annually to never.
Benefits take-up measurement: Whether the organisation tracks how much benefits are used and feeds that into design decisions, systematically, occasionally, or not.
Dedicated reward team size (FTE): The size of the organisation's dedicated reward function, from no resource or a shared HR/reward role up to five or more FTE.
Differentiated reward for AI/digital talent: Indicates whether AI or digital talent gets differentiated reward — separate ranges, RSUs or retention vehicles — formally or case-by-case.
Disability pay gap analysis cadence: Whether the organisation measures pay gaps by disability status at least yearly; 'partially' signals partial coverage.
Disclosure of AI use in pay decisions: Whether the organisation tells employees when AI has informed pay decisions affecting them, ranging from always disclosed to no disclosure.
Dismiss-and-rehire policy position: The organisation's policy for avoiding dismiss-and-rehire when changing pay, pension or benefit terms. Restrictions under the Employment Rights Act 2025 commence on a date set by regulations.
Documented pay transparency approach or policy (in place): Whether the organisation has a written pay transparency policy setting out what pay information is shared.
Employees have access to pay ranges for their grade/role family: Whether employees can see the pay ranges for their grade or role family — fully, partly, or not.
Equal-value role grouping readiness: How far the organisation can group roles into equal-value categories (skills, effort, responsibility, conditions) for equal-pay comparison, from not at all to fully.
Equality impact assessment on reward changes: Whether reward changes undergo an equality impact assessment before launch, always, only for major changes, or never.
Ethnicity and disability pay gap readiness: Readiness for ethnicity and disability pay-gap reporting at 250+ employees. The Equality (Race and Disability) Bill is in draft and has no commencement date.
Ethnicity pay gap analysis cadence: Whether the organisation measures its ethnicity pay gap at least yearly; 'partially' signals partial or inconsistent coverage.
EU Pay Transparency Directive readiness: The organisation's readiness for the EU Pay Transparency Directive, from not started through to fully compliant.
Exceptions to standard pay rules formally documented: Whether departures from standard pay rules are formally recorded with a written justification.
External benefits broker or adviser: Whether the organisation engages an external benefits broker or adviser, on a full-service basis, for projects, or not at all.
External pay benchmark data usage: How embedded external benchmark data is in pay-setting, from never used to systematic use across multiple sources.
Final sign-off on the annual pay decision: Which role or body holds final approval of the annual pay and reward decision, such as the HRD, CFO, CEO or Remuneration Committee.
Formal pay progression policy within bands: Whether a documented policy sets out how pay progresses within a salary band.
Formal pay ranges defined for all permanent roles: Whether documented pay ranges exist for permanent roles; 'partially' signals incomplete coverage across roles.
Incentive outcome review by characteristic: Whether incentive payouts are analysed by protected characteristic, where data allows and the law permits.
Menopause action plan status: Whether the organisation has, or intends to, publish a voluntary menopause action plan before the 2027 mandate, and how advanced those plans are.
Naming outsourced-worker providers in GPG report: Whether the organisation is ready to name outsourced-worker providers in its gender pay gap report, as the Employment Rights Act will require.
Off-cycle pay increase incidence rate: Measures the share of employees given a pay rise outside the annual review cycle, excluding promotions; the answer is a banded percentage.
Pay compression and internal equity review: Whether each annual pay cycle checks outcomes for pay compression and internal equity across comparable roles.
Pay decisions reviewed for fairness before implementation: Whether pay decisions pass a fairness check, such as calibration or central review, before they take effect.
Pay equity analysis cadence: Whether pay equity analyses are conducted across comparable roles and the cadence.
Pay progression basis outside the annual review: What drives pay progression between annual reviews and promotions, whether performance- or tenure/service-led.
Pay range publication on job adverts: Whether pay ranges are shown on job adverts — for all roles, some roles, or none.
Pay range review frequency: How frequently pay ranges are refreshed against market data, ranging from quarterly to never reviewed.
Pay ranges linked to a job evaluation framework: Whether pay ranges are anchored to a formal job evaluation or grading framework rather than set ad hoc.
Pay review appeal route: Whether employees can formally challenge their pay review outcome, via a dedicated appeal route, the grievance process, or not at all.
Pay review system: What technology supports pay review cycles, from dedicated compensation software or an HRIS module to outsourcing or spreadsheets.
Pay transparency readiness assessment: Whether the organisation has assessed its readiness for pay transparency, reviewing structures, data quality and communications.
Proactive equal-pay audit frequency: Whether the organisation proactively audits pay for equal-pay risk, and how frequently, from never to more than annually.
Progression eligibility linked to performance outcomes: Whether eligibility to progress depends on performance outcomes, and how consistently that link is applied.
Promotion decision governance: Captures the level at which promotion decisions are controlled, from central criteria-based governance through to manager discretion or ad hoc case-by-case calls.
Promotion equity monitoring: Captures whether the organisation analyses promotion rates across protected characteristics to detect equity gaps; the answer reflects how regularly this is done.
Published equality action plan coverage: Whether a published equality action plan exists and which areas it addresses: gender, ethnicity, disability or menopause. Menopause is not a protected characteristic under the Equality Act 2010.
Reward and benefits communication plan (Annual): Whether reward/benefits communications are planned and documented on an annual cycle.
Reward communications effectiveness measurement: The methods used to gauge whether reward and benefits communications land, from open rates to surveys and query volumes.
Right to a pay explanation: Indicates whether employees can obtain an explanation of how their individual pay was set, through a formal or informal route.
Roles re-graded because of AI: Whether AI's reshaping of job content has triggered any role re-grading or re-evaluation in the past year; higher options indicate broader impact.
Salary positioning guidelines on promotion: Whether formal guidelines set the recommended pay positioning to apply when someone is promoted.
Salary-history questions removed: Whether the organisation has stopped asking candidates about previous salary during recruitment, a practice linked to reducing pay inequity.
Socio-economic pay monitoring: Whether the organisation analyses pay outcomes by employees' socio-economic background, already doing so, considering it, or not.
Time-in-grade promotion expectation: Captures whether a minimum tenure in role or grade is required before promotion, and whether that rule is standard or varies by job family.
Total reward statements adoption: Whether total reward statements are provided and the annual access/usage level.
Total rewards strategy (Documented): Whether a documented total rewards strategy exists that integrates core rewards elements (pay, benefits, wellbeing, careers).
Total rewards strategy pillars: Which reward components the strategy formally covers, from base and variable pay to wellbeing and recognition; select all.
Total rewards strategy refresh recency: Recency of total rewards strategy refresh/review.
Typical maximum pay increase for promotions: The usual ceiling on a pay rise awarded at promotion, expressed as a percentage of salary.
UK pay-transparency position: The organisation's overall pay-transparency maturity, from none through internal ranges and advert ranges to a published transparency policy.
Umbrella and agency worker reward checks: Whether reward parity and compliance checks are applied to umbrella-company and agency workers, from none to a full parity framework.
Voluntary pay gap publication: Which pay gaps the organisation discloses voluntarily beyond mandatory gender reporting, such as ethnicity, disability, or CEO pay ratio.

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