Becoming a Living Wage employer is a staged process, which can be completed over a period of time.
Employers must first ensure that all directly employed members of staff are paid no less than the Living Wage. Secondly, the employer must ensure that any contractors providing services to the school must be paid the Living Wage.
Unison have produced a Living Wage Briefing and Plan for Implementation in Catholic Schools guide which outlines the staged process for schools wishing to become a Living Wage employer.
It is important to note that the situation in each school may vary. Schools should seek legal advice and support from their relevant HR officer/contact when considering the impact of implementing the Living Wage, particularly in respect of their duty to consult with their employees.
If you have any HR or financial queries connected to becoming a Living Wage employer, please also consult with your Diocesan Education Commission.
