Katherine joined the Living Wage Foundation as Director in March 2016. She has a background in working with industry leaders and policy makers to achieve change. Before joining the Foundation she was Assistant Director at the UK Commission for Employment and Skills (UKCES), a public body providing strategic leadership on employment and skills issues in the UK. She led on strategies to boost productivity, wages and social mobility and directed a variety of programmes to encourage employers to invest in their workforce and offer more opportunities to young people.
No, the Living Wage does not include non-cash goods.
For the purposes of Living Wage accreditation self-employed workers are treated the same as sub-contracted workers. This means that if they work on your premises for more than two hours for eight consecutive weeks they must be paid the Living Wage.
This also applies to workers and contractors who do not have a fixed place of work but are part of the core workforce, such as couriers in a delivery company or home care workers.
In April 2016 the government introduced a higher statutory minimum wage rate for all staff over 25 years of age, and referred to it as the ‘national living wage’.
The government intends the higher minimum wage rate for over 25s to reach 60% of median earnings by 2020. Current estimates suggest this would mean a rise to less than £9 per hour by 2020.
Jay joined the Foundation in May 2015 after living overseas for four years. Holding a degree from Queen Mary University in History and Politics, Jay has previously worked in Fundraising and Communications at the MedicAlert Foundation and as a Support Worker for teens and older people in Hackney.
The London rate is calculated annually by the Resolution Foundation and overseen by the Living Wage Commission, based on the best available evidence about living standards in the capital. It covers workplaces in all boroughs in Greater London. You can find out if your workplace postcode is in a London Borough here: www.gov.uk/find-local-council
It is illegal to pay staff less than the National Minimum Wage and is punishable by fines of up to £20,000 per worker.
If you have any questions about the National Minimum Wage or if you are being paid less than the minimum wage then phone the Pay and Work Rights Helpline which is operated by HMRC on Tel 0800 917 2368.
Lines are open from 8.00 am to 8.00 pm, Monday to Friday and 9.00 am to 1.00 pm on Saturday. All calls to the helpline are confidential.
These are the current National Minimum Wage rates:
Employees transferred under the Transfer of Undertakings (Protection of Employment), or TUPE, regulations should be paid at least the Living Wage in line with your other employees.
The licence requires that all those employees who work on your premises for 2 or more hours a day, in any day of the week, for 8 or more consecutive weeks must be paid the Living Wage. So technically you have up to a maximum of 8 weeks to implement the pay increase.
The Living Wage rise only applies to staff whose salary is directly affected by the Living Wage.
You are not required to offer the same % increase to all staff.
However, many employers choose to maintain pay differentials, particularly for those on lower salary scales. Employers should negotiate with staff and trade unions on pay rises for staff who are not directly affected by the rise in the Living Wage.
Accreditation does not require employers to break away from nationally agreed pay-scales.
It is possible to keep pay scales in place and pay a top up pay for those in the lower salary brackets that are below Living Wage.