Equality, diversity and human rights >
Gender pay gap
In the first of a new series delving into the details of the Employment Rights Bill, we look at the plan to require large employers to publish an action plan on the steps that they are taking to address the gender pay gap and support employees going through the menopause.
Although the formal Bill is yet to be published, the Government has outlined plans to require organisations with 250 and more employees to report their ethnicity and disability pay data. To prepare HR leaders for this change, Brightmine and HR Grapevine convened a roundtable discussion to address the practical and cultural challenges of expanded pay gap reporting.
After months of waiting, the Government has finally published the first draft of its wide-ranging Employment Rights Bill, which will make radical changes to employment law in the next few years. Now that the Employment Rights Bill has begun its progress through Parliament, we highlight the key points from the first draft for HR professionals.
This year marks the seventh time that organisations have had to report their gender pay and bonus gaps. While many still leave this to the very end of the reporting year, is progress nonetheless being made on closing these gaps? We look at the latest data.
To address the gender pay gap across its member states, the EU recently approved the Pay Transparency Directive (2023/970/EU). The Directive introduces reporting requirements and obliges employers to take steps to address pay inequalities, and must be transposed into national legislation by 7 June 2026. Rocio Carracedo Lopez, international legal editor at XpertHR, examines the new rules and discusses their implications for employers operating across the EU - and in the UK.
The Government has released its guidance on ethnicity pay reporting. Here, HR, finance and leadership specialist and author Roianne Nedd considers some of the approach's assumptions and shortcomings, and makes three recommendations to help employers tackle ethnicity pay inequalities.
The Government has published guidance for employers that wish to report their ethnicity pay gap. We look at the government guidelines around what data to collect, how to analyse and make sense of the results, and how to develop an action plan to remedy any differences revealed by the data.
The gender pay gap has declined slightly, although the majority of organisations continue to have a gap in favour of males. We explore a number of statistics covering pay and bonus gaps, with details of broad sector and industry.
HR professionals must ensure that their organisation is on top of the raft of employment law developments in April 2023. These changes include rises in national minimum wage rates, gender pay gap reporting deadlines, and increases to statutory redundancy pay and maternity pay.
We look at what HR needs to do to meet its employment law obligations and prepare for the coming year.
Commentary and insights: HR and legal information and guidance relating to the gender pay gap.