英國最低工資減少工資差別
牛津大學(Oxford University)的一份報告顯示，引入最低工資已導致薪資級別受到擠壓，這“在消除工資差別，同時在影響對高技能的獎賞和激勵。”
The introduction of the minimum wage has led to pay levels being compressed, “destroying differentials and removing rewards and incentives for improving skills”, according to a report by Oxford University.

英國零售商協會(British Retail Consortium)委托進行的這項研究顯示，接待行業96%的員工以及零售和批發行業75%的員工拿到的都是最低工資，今年10月，英國最低工資將升至時薪5.35英鎊至5.52英鎊。
The study, commissioned by the British Retail Consortium, found that 96 per cent of workers in the hospitality industry and 75 per cent of retail and wholesale workers earned the minimum wage, which is due to rise from ￡5.35 to ￡5.52 an hour in October.
自1999年實行最低工資標準以來，英國最低工資已提高46%，為逾100萬員工提供了經濟安全保障。歐盟(EU)統計機構歐盟統計局(Eurostat)的一份報告顯示，在20個歐盟成員國中，英國最低工資水平排名第三，幾乎是美國聯邦標準的兩倍。
Britain’s minimum wage, which has risen by 46 per cent since it was introduced in 1999, provides a financial safety net for more than 1m workers. It is the third highest out of 20 European Union nations and almost twice the US federal level according to a report from Eurostat, the EU’s statistical arm.

英國零售商協會表示，低收入委員會(Low Pay Commission)確定最低工資水平的方法，應考慮到一個事實：即最低工資已成為數十萬員工的工資標準，而非基本工資基數。
The BRC says the way rates are set by the Low Pay Commission should take into the account the fact that the minimum wage has become the norm rather than a basic pay floor for hundreds of thousands of workers.

英國零售商協會會長凱文?霍金斯(Kevin Hawkins)表示，遏制通脹因素的最低工資漲幅已開始影響到雇主創造新就業崗位的能力。英國零售商協會表示，低收入委員會不應“試圖成為雇主和工會不同出價之間的裁判”，而是應以各行業薪資中值和生產率的變化為指引。
Inflation-busting rises have begun to undermine the ability of employers to create new jobs, says Kevin Hawkins, BRC director-general. The Low Pay Commission instead of “trying to act as a referee between conflicting bids from employers and unions” should be guided by movements in median wages and productivity in individual sectors, says BRC.

英國零售商協會警告稱：“許多雇主，特別是那些在零售業等競爭激烈、普遍處于通縮市場上經營的雇主，發現他們的薪資結構受到了擠壓。因此，那些出錢培訓員工、支持員工再教育、并希望能夠認可并獎勵員工新增技能和技能提高的企業，無力做到這些。”
It warns: “Many employers, particularly those who operate in fiercely competitive and generally deflationary markets such as retailing, have seen their pay structures compressed. As a result, those who invest in training their staff and supporting further education and who want to be able to recognise and reward new and enhanced skills are un-able to do so.”

薪資福利專業機構IDS 2005年年底進行的一項研究顯示，在引入最低工資制后，超市已削減了薪資等級的數量，在一家超市，已“引入了單一的副主管薪資等級”。
A study at the end of 2005 by IDS, the pay and benefits specialists, reported that supermarkets had reduced the number of pay grades and in one case had “introduced a single sub-supervisor grade” following the introduction of the minimum wage.

英國零售商協會表示：“如果最低工資繼續以近來的平均速度增長，那么就業率將下降，雇主也會發現自己無力獎勵技能高超的員工、保持薪資差距并提供寶貴的非薪資福利。包括零售業在內的多個行業已感受到這些影響。”
The BRC said: “If the minimum wage continues to grow at its recent average rate, employment will fall and employers will find themselves unable to reward skills, preserve wage differentials and provide valued non-wage benefits. These effects are already being felt in several sectors, including retail.”

然而，英國職工大會(TUC)秘書長弗朗西斯?奧格拉迪(Frances O’Grady)表示：“最低工資標準已發揮了作用，因為這個標準由低收入委員會確定，該委員會將雇主和工會代表組織在一起，討論對英國經濟最為有利的政策。用機械的指數來替代這一成功的合作過程，將是愚蠢的。”
Frances O’Grady, TUC general secretary, however, said: “The minimum wage has worked because the rate has been determined by the Low Pay Commission, which brings employer and trade union representatives to-gether to discuss what will work best for the UK economy. It would be foolish to replace this successful partnership process with a mere mechanical index.

“英國零售商協會一貫認為，對于零售業而言，最低工資標準的每一次提高都是一場災難。而事實是，零售業的就業率已升至創紀錄的水平。”
“The BRC has consistently predicted that every increase in the minimum wage will be a disaster for the retail sector. The truth is that employment in retailing has grown to record levels.”