Equality, diversity and human rights
As diversity, equity and inclusion (DEI) initiatives come under increasing pressure owing to the changing political climate, Georgie Williams sets out some steps organisations can take to protect underrepresented workers.
Now that the annual deadline has passed, it is a good time to analyse your organisation's gender pay gap calculation in detail. Understanding your data is key to developing strategies to move forward and make progress.
The deadline for gender pay gap reporting has now passed and more than 10,000 organisations have shared information on their gender pay and bonus gaps. We report on the headline data and unearth some of the trends.
The Court of Appeal has been making the headlines after it found in Higgs v Farmor's School and others that a Christian school assistant's dismissal for social media posts expressing opposition to the ideas of transgenderism, gender fluidity and same-sex marriage was discriminatory. But did the headlines capture the essence of the court's ruling?
To help HR leaders develop their strategies to tackle the practical and cultural challenges of recent and upcoming additions to anti-harassment legislation, Brightmine and HR Grapevine convened a roundtable discussion. During the event, industry professionals shared the key issues they currently encounter in dealing with workplace harassment.
While the introduction of neonatal care leave and pay is the key change for HR professionals to get to grips with, there are other employment law changes in April 2025. These include increases to the national minimum wage rates; a rise in statutory redundancy pay; and the uprating of statutory sick pay and family-related pay.
Following significant changes in autumn 2024, the Government's Employment Rights Bill now promises further reforms to the harassment laws, including the introduction of explicit new third-party harassment liability. Employment judge Tina Elliott looks at the history of third-party harassment law, the current position and the changes on the horizon.
Motherhood is at the heart of a lot of policies in the contemporary workplace, where the narrative often focuses around an ideal that everyone is or wants to be a mother. This can be incredibly excluding for non-mothers. It's great to provide policies and benefits that support parents, says Caroline Green, but how can you supplement your support for everyone else?
In 2025, HR professionals face the unique challenge of dealing with business-as-usual employment law changes, such as increases in statutory maternity, paternity and sick pay, while also beginning their preparations in earnest for the looming Employment Rights Bill. We look at what HR needs to do to meet its employment law obligations and prepare for the coming year
The Employment Rights Bill packs 28 imposing employment law reforms into its 158 pages. While HR professionals await the substantive details needed to flesh out the Bill, we outline the key policies that you will need to update and an overview of what those updates might involve.
Commentary and insights: HR and legal information and guidance relating to equality, diversity and human rights.