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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.
By paying the real Living Wage, employers are voluntarily taking a stand to ensure their employees can earn a wage which is enough to live on. Accredited employers display the Living Wage Employer Mark to recognize their commitment to the Living Wage.
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.
Proponents of the living wage want employers to pay a living wage even when the living wage is greater than the employees' marginal products, that is, even when by paying a living wage the employer does not profit from the employment relationship, because the employer pays the employees more than the value the employer
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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