Develop a remuneration strategy for your family business
How to apply fair, consistent and open principles when devising a remuneration strategy in a family business.
Remuneration needn't be a thorny issue for family-run businesses. It's a good idea to have a remuneration strategy which is consistent, fair and open.
Resentment and conflict tend to occur when these three attributes are missing - for example, if family staff members are paid more than non-family employees without good reason.
Family members who hold shares but who aren't active in the business may also question the remuneration of those who are.
Develop a remuneration strategy for your family-run business
- When creating a remuneration strategy for your family business, consider the following:
- An individual's pay should be based on their value rather than their personal need. Look at what the market rate is for the job.
- Avoid attracting family members into the business with inflated salaries. Likewise, they don鈥檛 have to accept unreasonably low wages to demonstrate loyalty.
- Set clear criteria for benefits, bonuses, and incentives.
- Prevent the use of unreasonable high salaries and fake jobs to transfer tax-deductible wealth to family.
- Agree on post-retirement remuneration plans before they come to play.
- Non-family employees doing the same work as family members should receive the same remuneration.
It's important that your remuneration policy is seen to be fair and objective. Write it down, be open about it and review it regularly.
For further information see set the right pay rates and employing family members.
Advice from an outsider - an HR consultant, for example - can be invaluable in avoiding remuneration disputes.