Equality, diversity and human rights >
Gender pay gap
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.
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.
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
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.
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.
Commentary and insights: HR and legal information and guidance relating to the gender pay gap.