Category Archives: Equal pay/Gender pay gap

Blog: Flexible Working and Flexible Hiring – some of the best ways to reduce the UK’s GPG

lindsey newman
In the heady days of 2015 (a year after the Flexible Working request legislation was introduced) I presented to a group of HR professionals on the business case for Flexible Working and Flexible Hiring. Back in 2015 less than 7% of advertised ‘quality’ job roles (i.e. roles with a salary of £20k+ FTE) stated that…
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Blog: Stop mentoring, start sponsoring!

It’s been a busy year for mentorists (and I don’t mean the mind tricks chaps on the telly!) – those who are deemed the good and great of mentoring in every business are unusually busy at the moment, as companies rush to put in their next big thing – mentoring programmes for women. There are…
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Blog: Riding high

Travelling by plane is an exciting experience for me. I doubt I will ever lose the thrill of take-off and landing. Even though I am technically minded enough to understand how the plane stays in the air, I still feel a bit of childish wonder. My latest journey was brightened by the realisation that we…
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Blog: When your Job Evaluation scheme doesn’t give an answer you like

Recently I have been asked about two very similar situations in which, in each case, the roles in each company’s HR team were being compared with those in its Finance team. It’s a very common comparison. The problem was that the company’s Job Evaluation scheme (JES) wasn’t giving management the answers the company wanted. It’s…
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Blog: Top 10 pitfalls in Market Rate equal pay justifications

I’m sure you will be aware of the ‘market rate’ factor which can justify a pay differential between those of the opposite sex whose roles are (or are claimed to be) comparable under equal pay legislation. It’s usually the obvious defence that employers reach for very often and one that they can develop a very…
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Government reforms (1): Gender Pay Gap reporting – the aftermath

What do we already know? Private and voluntary sector employers with 250 or more employees were required to publish a gender pay gap report by 4 April 2018. We kept you up to date on these reporting requirements and how our Gender Pay Gap Audit service could help with this. For an overview of the reporting requirements…
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Blog: Only 10,000 employers to go…

This morning I was rushing around pulling together a list of ingredients for dinner tonight – we have friends coming over and I’m cooking Greek (modern, not medieval, for a change). Admittedly yesterday I was busy doing other things, but I could have taken fifteen minutes out last night to check what I need and…
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Blog: Tesco equal pay claims – another reminder of your hidden risks

As I speak to more and more businesses about pay equality, I’m finding that most senior executives still don’t appreciate the hidden risks posed by ‘equal value’ claims for equal pay. And indeed that’s the case with quite a few HR directors too. But what the new Tesco claims remind us is that equal value…
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Government reforms (2): Time to close the gap – Gender pay gap enforcement

What do we already know? We have been keeping you up to date on the Government’s proposals to introduce new gender pay reporting requirements and how our Gender Pay Gap Audit service can help you with this. For an overview of the reporting requirements see our February 2016 Newsletter Government reforms (2): Gender pay – mend the gap!…
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Blog: Tougher-than-expected GPG enforcement

Luke Menzies, Director and Specialist Employment Lawyer at Menzies Law
In all the commentary written on the Gender Pay Gap reporting (GPGR – not to be confused with GDPR) legislation, very little has touched on the consequences of an employer failing to comply with its duty to report and publish. Very unusually for employment law, the duty to report may be a legal duty but…
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