Note: the example is provided from the UK and is therefore showing in £s. Your statement will reflect your local currency. Any amounts are shown before tax is deducted. Your statement is a live document and updated regularly (usually once a month). If your Base Pay has recently changed, you have been promoted or you have moved to a different Job that impacts your package, these changes may not show straight away. We are also always looking to make improvements, so your statement may look and feel slightly different to the one shown. It is important to note that the proportions on your statement may change from year to year, even if you don’t change Job Level (GGS) (for example, in a good performance year, you may receive a very good incentive payment whereas in a poor performance year, the incentive payment is likely to be smaller and will contribute a smaller proportion of your Total Rewards even if your Base Pay has increased).

1. Know your numbers: check Compa Ratio and Internal Ratio when they become available (during 2026).
2. Review the scenarios in Part 2 + 3: look at how your ratios compare and whether these scenarios reflect your situation. We’ll always consider if any changes to Base Pay are fair and equitable before they take place.
3. Talk to your manager: they can help you to understand where you sit in relation to the competitive zones and explore whether your pay is fair and equitable. After these discussions, if you still think you’re not paid fairly, your manager can help you to consider what actions you might be able to take and at what point in the year.
4. Your manager can escalate where required: following this discussion your manager can escalate to your local rewards team and request for your pay to be reviewed as part of the next pay equity analyses, which are regularly undertaken by the rewards team. Where we identify that a change to Base Pay is needed, we may put an Individual Salary Plan in place. This would typically run for 12-18 months and during this time, your salary would increase in agreed phases.

1. Consider your skills and capabilities: your skillset is one of three key elements that determine your Base Pay. Differences in Base Pay may be because of differences in skillset, as shown in Maria’s example in Part 2. In this example, as Maria had critical skills in wine and spirits that are hard to find and essential to support future company growth, her pay was higher than others in her team and compared to the market.
2. Talk to your manager: they can help you to reflect on where you can expand your skills and capabilities to develop your career and grow your Total Rewards potential.
3. Focus on your performance: the way we approach Total Rewards is anchored in our pay for performance philosophy. Each year your performance rating determines how much incentive you receive and whether you’re considered for a Base Pay increase.

1. Look at the full picture: while your Base Pay hasn’t changed, have there been changes to other areas of your Total Rewards package such as benefits and incentives?
2. Know your numbers: check Compa Ratio and Internal Ratio when they become available (during 2026). Are they consistently higher than 110%? If so, others with lower ratios may have been prioritised for increases. As each country has a set budget each year based on overall company performance, it’s not always possible to give everyone a Base Pay increase.
3. Focus on your performance: the way we approach Total Rewards is anchored in our pay for performance philosophy. Each year your performance rating determines how much incentive you receive and whether you’re considered for a Base Pay increase.
4. Talk to your manager: you may feel frustrated that you haven’t seen changes in your Base Pay. Your manager can help you to consider opportunities to build new skills and capabilities and develop your career in a different way. We always value the expansion of your expertise and responsibilities beyond your current role, and as you grow, opportunities for higher positions and corresponding pay often follow.

1. Know your numbers: check your Compa Ratio and Internal Ratio when they become available and see where they sit in relation to the competitive zones.
2. Consider your skills and capabilities: your skills and capabilities influence what roles are open to you and your role determines your Job Level (GGS). They’re also one of three key elements that directly determine your Base Pay.
3. Explore new opportunities: your manager can help you to identify opportunities to build new skills and capabilities and develop your career in a different way. We always value the expansion of your expertise and responsibilities beyond your current role, and as you grow, opportunities for higher positions and corresponding pay often follow. Remember though, it’s possible that moving to another area of the business may reduce your Total Rewards potential so know what the impact may be on your Base Pay, incentives or benefits before making an internal role change, such as a lateral move or secondment.
   
   If you want to understand more about the roles across our business, visit our talent marketplace.
4. Continue to focus on your performance: the way we approach Total Rewards is anchored in our pay for performance philosophy. Every year your performance rating determines how much incentive you receive and whether you’re considered for a Base Pay increase.