Equality, diversity and human rights
The Employment Rights Bill packs an imposing number of employment law reforms into its 330 pages. With Royal Assent imminent, we outline the key policies that you will need to update.
As a conversation topic, diversity, equity and inclusion (DEI) is often discussed in the context of the general workforce rather than leadership. But when it comes to DEI, senior leadership can both lead the charge and hinder the change, depending on the values and principles they embody.
The beauty of DEI is that it is intended to reflect the perspectives and needs of the majority - so why not integrate the majority into its execution? Instead of a "top-down" dissemination of DEI policies, decentralised systems may be a way to ease pressure on overworked HR departments and draw on the expertise and perspectives of the wider workforce.
Are organisations legally obliged to carry out risk assessments? What happens if a complainant says they want to remain anonymous? The law relating to workplace harassment is complex and underwent significant changes in 2024, with further proposals expected to be introduced next year as part of the Employment Rights Bill.
Will the introduction of third-party harassment liability for employers lead to pub-goers being banned from discussing contentious subjects over a pint? And do employers really have little to fear from the risk of a tribunal claim in terms of ultimate compensation awards? Stephen Simpson sets out to bust some employment law myths.
All EU member states have until 7 June 2026 to transpose the provisions of the EU Pay Transparency Directive into national law. With new rules on reporting, affected employers will be required to submit gender pay gap reports by 6 June 2027, based on 2026 data. With the clock ticking, employers operating in the EU need to take decisive action and prepare for the new rules.
Headlines were made - and both celebrations and protests were staged - when the Supreme Court ruled that the legal definition of a woman under the Equality Act 2010 is based on biological sex. Darren Newman explains the legal background and explores some of the practical implications for organisations.
Earlier this month, the Supreme Court ruled that the legal definition of a woman, according to the Equality Act 2010, is based on biological sex.
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.
Commentary and insights: HR and legal information and guidance relating to equality, diversity and human rights.