ASCERT: Championing Fair Pay and Employee Wellbeing

Established in 1998, we provide prevention, education, early intervention, and treatment services for individuals, families, and communities affected by substance misuse.

With three offices across Northern Ireland, ASCERT employs 68 dedicated staff members who are passionate about making a difference. As a third-sector organisation, we are committed to improving lives by delivering high-quality support services that empower individuals and communities to overcome substance-related challenges.

Motivation for Living Wage Accreditation

Our decision to become a Living Wage Employer reflects ASCERT’s core values of fairness, dignity, and respect in the workplace. As a charity supporting vulnerable individuals, we understand the importance of ensuring our own employees receive a wage that meets the cost of living.

By securing accreditation, we reinforce our commitment to ethical employment and set a positive example within the third sector. Many of our services rely on highly dedicated staff, and paying the real Living Wage is one way to acknowledge their vital contributions. This step also aligns with our focus on employee wellbeing, job satisfaction, and retention, helping us attract skilled professionals who share our mission.

Implementation Process

The process of implementing the Living Wage took approximately four weeks. We conducted a thorough review to ensure all directly employed and self-employed staff received the Living Wage or had a clear pathway to achieving it.

This involved assessing payroll structures, identifying any necessary adjustments, and ensuring compliance with Living Wage Foundation requirements. The transition was straightforward, as fair pay had always been a priority within our organisational culture.

Additional Workplace Changes

No additional changes were required beyond ensuring all employees and contractors met the Living Wage standard. Our focus remained on aligning our pay structures with ethical employment practices.

Challenges and Barriers

One of the main challenges was ensuring that all contracted staff, including those employed through external providers, met the Living Wage requirements. Contractual obligations and funding constraints in the third sector posed financial considerations.

However, we prioritised fair pay within our budgeting and financial planning, recognising the long-term benefits of improved staff retention and morale. Open communication with contractors and proactive financial forecasting allowed us to integrate the Living Wage commitment smoothly.

Benefits of Living Wage Accreditation

Becoming a Living Wage Employer has brought several key benefits:

• Improved staff morale – Employees feel more valued, leading to increased job satisfaction and motivation.
• Better recruitment and retention – Offering a competitive salary attracts skilled professionals and reduces staff turnover.
• Enhanced reputation – Accreditation demonstrates our commitment to ethical employment, strengthening relationships with funders, partners, and stakeholders.

"Committing to the real Living Wage was an important step for ASCERT. Our people are at the heart of everything we do, and ensuring they earn a fair wage is fundamental to our values. It’s a simple but powerful way to recognise and support our team’s dedication."
- Gary McMichael, CEO of ASCERT