Reward School Episode 7: How to fix your pay structure

The government's consultation on mandatory salary ranges in job adverts closes on 27 October 2026. Whatever the final rules look like, the direction of travel is clear, and publishing a pay range only works if the pay structure behind it can actually hold up to scrutiny.

Most pay structures don't fail all at once. They drift, one exception at a time, one counteroffer at a time, until nobody can quite explain why two people doing the same job are miles apart. That's manageable while pay stays private, but stops being manageable the moment a range goes on a job advert, or an employee compares notes with a colleague.

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In the last episode of Reward School, we covered why pay structures break down and how to diagnose where your biggest risks are. In this episode we cover the most important part: how to fix it, without a six-month project that quietly stalls, and without a dedicated Reward team to run it.

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This session is built for lean or stretched HR teams who already know their pay structure has problems and don't have a big budget or a Reward function to throw at fixing them, but do need to be ready for whatever the consultation lands on.

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In this session you'll learn:

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• How to prioritise a long list of pay problems when you can't fix everything at once
• How to build a fix-it plan that survives real life, not just the whiteboard
• The sequencing model that gets buy-in from the top down, one level at a time
• How to set up lightweight governance that keeps your pay structure from drifting straight back
• Three tells that show whether a pay structure is genuinely fixed and ready for scrutiny, or just tidier on paper
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Secure your spot!