Comparative Analysis of Government Employees Compensation System in Iran and England

In all countries, especially those with large governments and governance structures, the issue of employee compensation, or salaries and wages, has always been one of the main concerns of governments, because the livelihood of a large part of society is tied to it, and in terms of budget, it imposes huge costs on the government. Governments have always paid attention to the importance of this issue, therefore, they have tried, along with principles such as job security and fairness in payments, to increase the productivity of executive bodies by controlling the compensation system and to reduce government costs in a way, although countries, with different foundations, have different procedures in the extent to which they act on each of the mentioned cases. This research, using a descriptive-analytical method, has comparatively examined the compensation system of government employees in Iran and England. The main goal is to analyze the similarities and differences of the two systems and provide solutions to improve the compensation structure in Iran based on the experiences of England. The findings show that the salary and wage system in Iran is more based on fixed laws such as the Civil Service Management Law and factors such as seniority and education level, while England uses flexible and performance-based structures. England, with tools such as performance-based payment, attention to expertise and regional needs, has ensured more justice and transparency in its administrative system. Based on this, suggestions such as strengthening the relationship between performance evaluation and payments, increasing flexibility in payments and accepting geographical differences have been presented to reform the salary and wage structure in Iran.