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How to Combine Wage Accreditation

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In order to become an accredited Living Wage Employer, you need to pay all of your directly employed staff a Living Wage, and have a plan in place to extend that to regular sub-contracted staff as well.
In order to become an accredited Living Wage Employer, you need to pay all of your directly employed staff a Living Wage, and have a plan in place to extend that to regular sub-contracted staff as well.
In order to become an accredited Living Wage Employer, you need to pay all of your directly employed staff a Living Wage, and have a plan in place to extend that to regular sub-contracted staff as well.
What Is a Living Wage Employer? Living Wage Employers pay all direct and contract staff the living wage rate for their region. Living Wage Employers recognize that paying a living wage is an investment in the long-term prosperity of the economy. We all have a role to play in ending poverty.
Who pays the Living Wage? There are nearly 6,000 Living Wage Employers, including more than 1/3 of the FTSE 100 and household names including Ikea, Aviva, Nationwide and Everton FC.
Most employers must pay their workers at least the federal minimum wage. Federal law requires employers to pay all employees a minimum hourly wage, currently $7.25 a year later. In addition, several cities and counties have passed “living wage” laws, which may set an even higher minimum wage.
The National Living Wage is the legally binding hourly rate for workers aged 25 and over. It was set at £8.21 an hour in April 2019 and is reviewed every year just like the National Minimum Wage (for under 25s). The real living wage was devised by charity the Living Wage Foundation.
The national living wage, the statutory national minimum wage for those aged 25 and over, will increase 4.9% from 1 April 2019, from £7.83 to £8.21.
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