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What are companies doing with regards to 'Fair Deal'

Learn about the Factors Effect Model

What effect will focus on the 'Fair Deal' factor have?

Fair Deal - How happy employees are with pay and benefits

Fair Deal itself doesn’t directly influence another factor. It’s classified as a hygiene factor. Sure, doubling everybody’s salary would make them happy but it wouldn’t make them feel any better about factors such as leadership and management.

Now although pay is not an engager, it is important that pay and benefits are at the right level as to not disengage employees further.

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Recruitment

Neuven Solutions

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Salary is based on role, rather than gender. Benefits include 21 days' holiday and bonus schemes that are based on performance. The company rewards staff with a £500 bonus for making suggestions that are implemented. Throughout the year, "colleagues of the month" receive a £25 Amazon voucher.
This year, Neuven is raising cash for the Inclusive Hub, a Liverpool charity that provides boxing and fitness sessions for young people with special needs. Staff are running half-marathons and sponsored walks to support the organisation. They will also take part in the Liverpool Santa Dash.
Neuven has launched a "we are listening" platform so staff can ask questions and put forward suggestions that are responded to in real time. Managers keep in touch with staff through regular one-to-one sessions, and the company's directors and chief executive, John Simmonds, check-in with staff regularly. Feedback is encouraged during the Friday update
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Business Services

Eco2Solar

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Eco2Solar believes that learning and growth among staff encourages high-performance working. The company encourages all team members to be satisfied and independent. It is committed to investing in them and supporting their career goals, whether it's internal promotion, a professional qualification, an NVQ, or even the flexibility to pursue a passion project.
The company aims to be carbon neutral and has set up a cross-functional group of employees who are passionate about the environment. Its fleet is moving towards electric and hybrid vehicles, solar panels have been installed at the Kidderminster head office and electronic documents have replaced printed ones.
The organisation does not believe in performance-related pay, since it is a temporary bonus, but that staff should be paid well; increases should be permanent and included in take-home pay. A 'Kudos Board' allows employees from all areas of the business to recognise and applaud excellence, innovation, fairness and trust wherever they find it.
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Marketing & Media Agencies

Absolute Digital Media

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Absolute Digital Media is proud that 14% of its staff grew up outside the UK, 29% have a degree, 42% were hired before they turned 21, 55% of senior staff are women, 53% of staff are women and 30% of staff can speak a language other than English, including Russian, Urdu, Polish, Hindi and Greek.
Incentives to ensure staff want to stay with the company are regular team activities, online and in-person, the ability to work from Europe, private healthcare, discounted gym membership, three wellness days, team trips abroad, a free choice of books from Amazon to enhance development and wellbeing and gifts for birthdays and anniversaries.
Teams have detailed training plans, showing where each member is and how they can take their role up a notch. These are reviewed regularly by management, to make sure everyone is on track to achieve the next big goal. Individual interests are respected and staff are given the chance to try new roles.
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Technology

Stakester

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Stakester wants everyone to know that they are a part of the team from their first day. Whether they're working from home or in house, one-to-one calls with other team members are encouraged, so they can get to know each other.
Staff are allowed unlimited holidays, which can be taken when they like. The company makes an 8% pension contribution and everyone is given a smart watch to help keep them active. There is a budget for training and development of all staff.
In the past 12 months, the company has partnered with Treepoints, a social enterprise that helps businesses to offset their carbon footprint. So far, it has offset 405 tons of CO2, planted 10,530 trees and recycled the equivalent of 8,264 bottles.
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Retail

hampers.com

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As well as raising funds for Aspire Oxford, which supports people in Oxfordshire facing homelessness to find fulfilling employment and safe housing, Hampers.com will be partnering with the charity to help disadvantaged people into work.
Hampers.com ensures that staff have "living the values" as part of their personal objectives. It starts with the leadership team and applies to everyone. Decisions or changes always align with the company's values and are clearly communicated to staff. An "employee of the month" award is given to someone who demonstrates the values.
The benefits package includes top-class private health care, with no excess, so it is accessible to all all, high performance bonuses, awards and discounted gym membership. As the company becomes more profitable, it is looking to enhance the benefits.
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Retail

The White Company

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The White Company's wellness programme takes a holistic approach to everyday wellbeing. Centred around six key areas, it focuses on everything from maintaining positive mental health to promoting a wholesome, nutritious lifestyle. The six key areas are 'Focus', 'Prosper', 'Nourish', 'Community', 'Restore' and 'Move'.
Understanding the importance of employee recognition, The White Company utilises its annual conference to recognise the hard work and efforts of its staff through its highly anticipated 'PRIDE' values awards. Employees are also provided access to an internal benefits hub, Perkplace, where they can find a number of benefits and discounts.
Dedicated to providing each and every colleague the opportunity to develop both personally and professionally, The White Company motivates and inspires staff through regular 1-2-1's, succession planning and talent framework sessions, specialised external courses and an internal e-learning platform hosting an abundance of training materials.
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Automotive

Sandicliffe

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The company's menopause policy was written by staff and there is a WhatsApp group so they can support each other. In addition, there will be a wellbeing champion at each site. The company also partners with Ben, a charity that supports motor industry employees, and staff with any concerns are referred to it.
Sandicliffe ensures that it pays for a role rather than the person. For example, a technician is paid £24,26 and £28,000, dependant on qualifications. All salaries are checked to make sure they are in line with market rates and staff are paid accordingly. Moves are being made to attract more women to the business.
All staff were given a "thank you" bonus, a pizza day and a pay rise last year. Employees and managers can nominate a Sandicliffe Star and the winner is given £200, after tax. Easter eggs, chocolates, nights out and gifts are also given for high performance.
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Retail

River Island

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Islanders told the company that being kept up to date on what was going on in the company was important to them, so chief executive Will Kernan writes a weekly update to all business areas. He also sends video messages and there are quarterly town hall business updates. Senior leaders have also sent wellbeing messages.
River Island's ethos is "Our community is always open" and it has partnered with Blueprint for All, which was formerly the Stephen Lawrence Charitable Trust, to help the company identify how to become an inclusive place to work and shop. It has learnt where some improvements can be made simply by listening to staff.
To thank staff for their efforts last year, which in spite of Brexit, a global pandemic and supply-chain problems, was a positive one for the company, they were given a bonus. The high-street market has been challenging, but passionate, hard-working Islanders ensured that the company remained resilient.
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Education & Training

Key Training

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Sales teams can earn commission-based bonuses to boost their salaries. Senior managers though this was unfair to employees in service delivery and support functions so introduced a set of KPIs for those in those roles which, if met, would result in annual salary increases.
In 2021, the organisation selected Challenging Lives as its chosen charity partner, with teams across the business committing four activities per year to raising funds for the cause. Fundraisers have included events such as a football tournament, Christmas jumper days, and some colleagues even participating in the Great North Run.
Putting staff wellbeing at the forefront of the business, Key Training appointed safeguarding leads and a mental health and wellbeing champion for anyone to speak to if they have concerns. The company also runs desktop yoga sessions and other wellbeing initiatives to keep employees healthy, happy and connected with colleagues.
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Education & Training

Fennies Day Nurseries

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A weekly webinar is hosted by Kirstie Davis, Fennies' Head of People and Culture and internal trainer, Jamie Atkins. During the webinars Kirstie and Jamie update staff on company news, there is a live Q&A session and staff make shout-outs for colleagues who have gone above and beyond their duties.
Fennies provides external support and counselling for those that need it and staff are encouraged to stay physically active. 'Wellness Wednesday' posts include tips for a midweek pick-me-up which can range from a mood-boosting podcast to uplifting playlists and recipe recommendations.
The remuneration package includes a competitive salary, a bonus scheme, a cycle-to-work scheme, lunch and staff discounts for well-known brands. There are also monthly rewards, a refer-a-friend bonus, continual development and up to 40% off childcare.
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