By Sarah Welfare, Brightmine HR Practice Editor
Historically, movements in inflation have been keenly watched by both the employee and employer sides of the pay bargaining table. Securing an annual pay rise that matches or exceeds the cost of living has long been an objective in trade union bargaining. While many employers now seek to link pay rises to performance or market rates rather than inflation, a majority still take the inflation rate into account when carrying out an annual pay review, the recent HR & Compliance Centre pay forecasts survey finds.
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- What is inflation and how it is measured?
- Consumer price inflation and the “shopping basket”
- What are the main consumer price indices?
- CPI
- RPI
- CPIH
- RPIX
- Other inflation measures
- Advantages and disadvantages of the different inflation measures
- How do employers use inflation?
- Inflation statistics on HR & Compliance Centre
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About the author
Sarah Welfare
Sarah Welfare was formerly an HR practice editor at Brightmine, with responsibility for content on pay, benefits and international HR.
Sarah has more than 15 years’ experience in the HR/employment field, having worked on both sides of industry at the CBI and then at the Amalgamated Engineering and Electrical Union. After that, she was employment policy director for the Equal Opportunities Commission, where her main role was to promote the use of equal pay audits in the private sector.