{"id":6711,"date":"2024-06-19T08:09:38","date_gmt":"2024-06-19T08:09:38","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&p=6711"},"modified":"2026-04-27T13:11:50","modified_gmt":"2026-04-27T13:11:50","slug":"total-reward-a-complete-guide","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/total-reward-a-complete-guide\/","title":{"rendered":"Total reward: a complete guide"},"content":{"rendered":"\n
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by Natasha K. A. Wiebusch<\/strong><\/p>\n<\/div>\n\n\n\n

According to the latest Brightmine survey analysis, Reward planning 2024: priorities and key challenges<\/a>, affordability and employee expectations are the top challenges for employee reward planning. <\/p>\n\n\n\n

In a time of economic uncertainty, a tight labour market and increased employee mobility, employers understand just how important total reward is.<\/p>\n\n\n\n

HR leaders need to continue to prioritise competitive reward to attract and retain top talent<\/a>. And what’s competitive today goes well beyond base pay and bonuses.<\/p>\n\n\n\n

Learn everything you need to know about total reward in this complete guide.<\/p>\n\n\n\n

What is total reward?<\/h2>\n\n\n\n

Total reward is everything an employer offers employees in exchange for their services. It includes the total base pay, incentives and employee benefits. It also includes non-monetary benefits that cannot easily be quantified.<\/p>\n\n\n\n

You’ll often hear total reward referred to as a total reward package. This term reflects the combination of cash compensation and other workplace benefits and perks.<\/p>\n\n\n\n

Types of reward<\/h3>\n\n\n\n

What employers include in a total reward package depends on each employer and what benefits the employee selects. Generally, however, it includes pay, employee benefits and intangible rewards:<\/p>\n\n\n\n

Pay<\/em> is compensation in the form of money. The following are common examples of pay:<\/p>\n\n\n\n

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Wages or salary<\/h4>\n\n\n\n

Also called base pay or fixed pay, this is a fixed amount of pay that employees earn in exchange for their work. Employers can pay employees based on an annual salary amount or hourly rate.<\/p>\n\n\n\n

Incentive pay<\/h4>\n\n\n\n

Also called pay for performance, this includes bonuses, profit sharing and commissions. Companies usually base this type of pay on individual or company performance, or obtaining a goal.<\/p>\n\n\n\n

Allowance<\/h4>\n\n\n\n

Is payment in addition to wages or salary to cover specific expenses. Some specific types of allowance include substance allowances<\/a>, car allowances and travel allowances.<\/p>\n<\/div>\n\n\n\n

Employee benefits <\/em>have monetary value, but they are not paid directly to the employee in cash. This includes:<\/p>\n\n\n\n

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Annual leave<\/h4>\n\n\n\n

Paid time off provided to an employee to spend time away from work. This includes bank holidays.<\/p>\n\n\n\n

Insurance<\/h4>\n\n\n\n

Employer contributions to private medical insurance (PMI), vision insurance, dental insurance or life insurance.<\/p>\n\n\n\n

Pension<\/h4>\n\n\n\n

Money contributions to an investment account that pays interest on the contributions. Pension plans can either be defined contribution or defined benefit plans.<\/p>\n\n\n\n

Stock ownership plans (SOPs)<\/h4>\n\n\n\n

Options companies give to employees to purchase company stock at a specific or discounted price.<\/p>\n\n\n\n

Employee stock ownership plans (ESOPs)<\/h4>\n\n\n\n

Plans that allow employees to earn stock in the company based on performance or tenure.<\/p>\n<\/div>\n\n\n\n

Intangible rewards<\/em> are rewards that cannot be easily measured in dollars. Examples include:<\/p>\n\n\n\n

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Flexible work<\/h4>\n\n\n\n

Adjustments to when, where or how employees get work done to accommodate personal needs.<\/p>\n\n\n\n

Career development<\/h4>\n\n\n\n

Programs, training and other activities focused on helping the employee develop their skills and career path.<\/p>\n\n\n\n

Recreational activities<\/h4>\n\n\n\n

Non-work-related activities the employer sponsors and\/or hosts to help employees connect and have fun.<\/p>\n\n\n\n

Recognition<\/h4>\n\n\n\n

Announcements, awards or other displays of appreciation for an employee’s work, contributions and accomplishments in the organisation.<\/p>\n<\/div>\n\n\n\n

Intangible rewards are becoming increasingly important to total reward strategies. According to the People at Work 2024 report<\/a>, flexible work and career development are leading priorities for today’s employees. For this reason, competitive employers are now including these rewards in their job advertisements and total reward statements.<\/p>\n\n\n\n

The difference between total total reward and employee benefits<\/h2>\n\n\n\n

Today, total reward is an umbrella term that encompasses pay, employee benefits and everything else an employer offers employees in exchange for their work.<\/p>\n\n\n\n

Employee benefits, on the other hand, are indirect forms of reward offered to employees. Common types of employee benefits include private medical insurance, long-term disability insurance and annual leave.<\/p>\n\n\n\n

Employee benefits are extremely important to a total reward strategy because they can help employers differentiate themselves from competitors. They improve the employee experience by supporting work-life balance and wellbeing, and they communicate the organisation’s values.<\/p>\n\n\n\n

Benefits can also help employers create a competitive total reward package when they can’t offer the highest base pay. For example, an employer can take advantage of tax-efficient benefits to improve its offering while not increasing owed taxes. <\/p>\n\n\n\n

Calculating total reward<\/h2>\n\n\n\n

To calculate total reward, add an employee\u2019s total pay and employee benefits. In other words, total reward is the sum of the base pay, any variable pay and employee benefits. Because employees can pick and choose certain benefits, their total reward will often vary.<\/p>\n\n\n\n

When calculating total reward, it’s important to determine whether you’re calculating the total cost or the total value.<\/p>\n\n\n\n

The total cost of an organisation’s reward is the cost an employer incurs to provide the reward to their employees. You can calculate the average total cost per employee or the total cost for an individual employee.<\/p>\n\n\n\n

The total value of a total reward plan, on the other hand, represents the total value to the employee. This is usually higher than the total cost, as companies can often obtain better rates on benefits than employees could as individuals. For example, you may offer employees a free subscription that costs the company \u00a38 per month but is worth \u00a315 per month.<\/p>\n\n\n\n

Total reward statement<\/h3>\n\n\n\n

A total reward statement is an itemized list of the employee’s total reward package. It generally includes all forms of pay and employee benefits. Today, it’s becoming increasingly popular to list intangible rewards to show the true value of the the reward package.<\/p>\n\n\n\n

Employees usually receive a total reward statement with their job offer and then once a year moving forward. Reward statements are key because they help employees understand the total value of their offer, not just their base pay and bonus structure. Employers may also call total reward statements total compensation statements.<\/p>\n\n\n\n

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Premium resource: Model total reward statement<\/h4>\n\n\n\n

Learn how to create an effective total reward statement and review our model.<\/p>\n\n\n\n

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Read now<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n

HR’s role in total reward<\/h2>\n\n\n\n

HR business partners, benefits leaders and CHROs<\/a> are all intimately involved in evaluating total reward, as each has a role to play in building the reward strategy.<\/p>\n\n\n\n

A total reward strategy greatly impacts employee engagement and efforts to attract and retain top talent. Accordingly, people leaders are responsible for ensuring compensation is competitive and fair through<\/a> precise benchmarking and research. HR leaders are also responsible for constructing and gaining buy-in for the reward strategy.<\/p>\n\n\n\n

Labour costs also usually make up the majority of total business costs. Accordingly, CHROs, have a responsibility to ensure the strategy is within budget and aligns with the business strategy.<\/p>\n\n\n\n

HR also has the primary responsibility of marketing the total reward package to candidates and employees. In fact, in recent years, HR leaders have had somewhat of a benefits communications renaissance. That is, they have responded to historically low benefits use rates by revamping their communications.<\/p>\n\n\n\n

Now, aside from onboarding and open enrolment communications, HR is issuing targeted communications throughout the year. And with the help of AI, HR can personalise benefits communications and apply marketing principles to nurture benefits uptake.<\/p>\n\n\n\n

In addition to leading benefits communications, HR is responsible for gathering and elevating employee voice. Obtaining employee feedback helps the organisation shape the total reward plan and gauge performance. It can also support benefits communication efforts so that employees understand the true value of their reward package.<\/p>\n\n\n\n

Ensuring competitive total reward<\/h2>\n\n\n\n

Competitive total reward packages will give you the edge in the talent market. To determine what’s competitive and within reach for your organisation, consider the following recommendations:<\/p>\n\n\n\n

Make data your top priority<\/h3>\n\n\n\n

Market research \u2014 particularly salary benchmarking<\/a> \u2014 is paramount to a competitive total reward strategy. It helps you understand how competitive your pay is in market and supports pay equity.<\/p>\n\n\n\n

Be sure to stay updated on industry trends in your specific industry and continue to benchmark compensation and benefits. In addition to conducting formal benchmarking exercises<\/a>, consider evaluating what your competitor’s career websites and social media say about their compensation.<\/p>\n\n\n\n

Be human-centric<\/h2>\n\n\n\n

In today’s world of work, human-centricity is key to attracting and retaining top talent. Leverage any information you have about your employees to understand their personal needs and career aspirations. The more information you have about your employees, the more you can tailor the reward package to fit those needs.<\/p>\n\n\n\n

To get the right insights, consider AI-powered platforms that can provide hyper-personalised employee insights.<\/p>\n\n\n\n

Maximise tax-efficient and non-monetary benefits<\/h3>\n\n\n\n

No matter your budget, you can only spend so much on employee pay. And in uncertain economic times, bloating pay can lead to budget problems down the road. Tax-efficient benefits will provide employees with needed benefits while not increasing your tax exposure. And, non-monetary benefits can improve the employee experience in a budget-friendly way.<\/p>\n\n\n\n

Review your total reward strategy often<\/h3>\n\n\n\n

Compensation and benefit trends will inevitably change over time, as will the organisation. To help ensure your total reward strategy continues to be competitive, review your reward offering often. At a minimum, continue to benchmark your compensation and benefits, and obtain employee feedback.<\/p>\n\n\n\n

Conclusion<\/h2>\n\n\n\n

Designing and implementing a competitive total reward package is crucial to attracting and retaining top talent in today’s competitive job market. By prioritising data and human-centricity, companies can create competitive and sustainable strategies while meeting the unique needs of the workforce.<\/p>\n\n\n\n

Want to ensure your total reward is competitive? Consider the Brightmine suite of data-backed HR solutions<\/a>.<\/p>\n<\/div>\n\n\n\n

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In this resource:<\/p>\n\n\n\n

What is total reward?<\/a><\/p>\n\n\n\n

The difference between total reward and employee benefits<\/a><\/p>\n\n\n\n

Calculating total reward<\/a><\/p>\n\n\n\n

HR’s role in total reward<\/a><\/p>\n\n\n\n

Ensuring competitive total reward<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n

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Navigate HR complexity with confidence<\/h3>\n\n\n\n

With Brightmine, you can build powerful people strategies, implement best practices and set your organisation up for a brighter future.<\/p>\n\n\n\n

Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n

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Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n
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Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n

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About the author<\/h3>\n\n\n\n
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\"Natasha<\/figure>\n<\/div>\n\n\n\n
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Natasha K. A. Wiebusch, JD<\/strong><\/p>\n\n\n\n

Natasha is the former Marketing Content Manager at Brightmine. Before transitioning to the marketing team, she covered a variety of topics as a Brightmine legal editor, including benefits, compensation, workplace flexibility, and the future of work.<\/p>\n\n\n\n

Natasha holds a Bachelor of Science in communication science and rhetorical studies from the University of Wisconsin – Madison and a juris doctor from the University of Wisconsin Law School. Prior to joining Brightmine, Natasha was a practicing attorney and HR compliance and training specialist.<\/p>\n\n\n\n

Connect with Natasha on LinkedIn<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n

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See how you can create a winning reward strategy<\/h2>\n\n\n\n
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Book a demo<\/a><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

A competitive total reward package goes far beyond base pay and bonuses. Learn everything you need to know about today\u2019s total reward landscape.<\/p>\n","protected":false},"author":24,"featured_media":6712,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[8],"tags":[],"topic":[69],"class_list":["post-6711","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-blogs","topic-total-rewards"],"_lnrs_read_more":"","yoast_head":"\nTotal reward: a complete guide | Brightmine<\/title>\n<meta name=\"description\" content=\"Ensure your total reward package is competitive. 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