Adare Reward and Pay Equity Services

The purpose of a Salary & Benefits benchmarking process is to compare your Organisation’s compensation and benefits packages against industry standards, competitors, or market data to ensure competitive and fair employee compensation. At near full employment, Organisations must differentiate their business and their Employee Total Reward to truly distinguish themselves in order to attract and retain key talent.

The Adare Salary & Benefit Benchmarking process involves:

• Identifying the roles, job levels, and benefits to benchmark.
• Deciding the geographic and industry scope (local or national comparison).
• Gathering internal compensation and benefits data.
• Reviewing total compensation, including base pay, variable pay, perks, and non-monetary benefits.
• Identifying the relevant market benchmarking data sources.
• Matching job roles and levels.
• Analysing the market data.
• Evaluating internal pay equity.
• Developing benchmarking recommendations.
• Report drafting & client review.
• Final report submission & ongoing support (if required).

Key Benefits

• Ensure Competitive Compensation – Helps attract and retain top talent by offering salaries and benefits that align with industry standards.
• Maintain Internal and External Equity – Ensures fair pay among employees within the company and in comparison to competitors, reducing wage gaps and dissatisfaction.
• Support Budget and Compensation Planning – Provides data-driven insights for setting salary structures, managing payroll costs, and making informed compensation decisions.
• Enhance Employee Satisfaction and Retention – Competitive pay and benefits contribute to higher morale, motivation, and long-term employee commitment.
• Ensure Compliance and Reduce Legal Risks – Helps Organisations adhere to minimum wage laws, equal pay regulations, and industry best practices.

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A key factor in understanding your competitive edge in the market is Pay Transparency, which will drive your value proposition as an Employer of Choice. Through the Adare Pay Transparency Compliance Audits, we seek to review an Organisation’s compensation practices to ensure compliance with upcoming legislation requirements, which will require disclosure of salary ranges, pay equity, and transparency in compensation decisions.

The Adare Pay Transparency Compliance Audit services include:

• Collection and review of internal compensation data.
• Assessment of pay structures and policies.
• Verification of compliance with Pay Transparency obligations, including recruitment processes, requests for salary details, pay gap data, and pay transparency policies.
• Identifying and addressing pay disparities through the review of pay gaps’ root causes and development of an action plan to close unjustified gaps.
• Updating and alignment of pay policies.
• Development of a report to include findings, analysis, and actions.

Return on Investment

• Legal Compliance & Risk Mitigation.
• Improved Employee Trust & Engagement.
• Stronger Employer Brand & Talent Attraction.
• Enhances Reputation: Companies with fair pay practices attract top talent and improve their employer brand.
• Competitive Edge in Hiring: Job seekers prefer companies that disclose salary ranges and demonstrate commitment to equity.
• Attracts Diverse Talent: Transparent pay practices promote inclusion, helping attract a wider talent pool.
• Improved Pay Equity & Diversity, Equity, and Inclusion (DEI) Outcomes.
• Data-Driven Decision Making.
• Competitive Business Advantage.
• Long-Term Financial Gains & ROI through the reduction of turnover and increased productivity.

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Actioned Steps

• Assess Current Pay Practices – Audit salary structures and policies against legal requirements.
• Development of a Clear Pay Transparency Policy – Define:
  • How salary structures are set and updated.
  • Employee rights to pay information.
  • Steps to request salary and pay gap data.
• Ensure Compliance with EU Regulations – Address legal requirements such as:
  • Disclosing salary ranges in job postings.
  • Justifying pay differences above 5%.
  • Providing employees access to salary information.

Return on Investment

• Avoids Legal Penalties & Non-Compliance Risks – Ensures alignment with EU pay transparency laws, preventing fines.
• Promotes Pay Fairness & Employee Trust – Employees see a structured, unbiased pay process.
• Improves Workforce Planning – Transparent salary structures support better talent retention and workforce management.
• Enhances DEI & Corporate Reputation – Demonstrates commitment to equal pay, boosting company credibility.

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Actioned Steps:

• Engagement with key stakeholders to define communication objectives – ensuring messages align with business goals (e.g., trust, fairness, compliance).
• Segmentation of employee audiences – tailored messaging for different groups (e.g., executives, managers, general staff).
• Development of clear messaging – key messages may include:
  • Company pay philosophy and fairness commitment.
  • How salaries are determined (job roles, market data, performance).
  • Employee rights under pay transparency laws.
• Selection of communication channels – using multiple channels to reach employees effectively such as employee handbooks & HR portals, town hall meetings & leadership Q&A sessions, email announcements & intranet updates.
• Management communication – development of FAQs and template scripts to communicate transparently and confidentially discussing salaries.

Return on Investment

• Enhances Employer Brand & Talent Attraction – Candidates prefer companies with clear and fair pay practices.
• Reduces Employee Uncertainty & Anxiety – Transparent communication prevents speculation and dissatisfaction.
• Improves Retention & Engagement – Employees trust the company’s pay structure, reducing turnover risk.
• Aligns with Compliance Requirements – Ensures employees understand their rights under transparency laws.

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