Category Archives: Equal pay/Gender pay gap

Government Reforms (1): Gender Pay Gap returns

What do we already know? Gender pay gap reporting was introduced in 2017. The gender pay gap is the difference between the average earnings of men and women, expressed as a percentage of men’s earnings. The Government’s intention is to encourage employers to consider and, if required, take appropriate actions to reduce or eliminate their…
Continue reading


Government Reforms (1): April changes – Are you ready?

spring cleaning
It’s nearly April and, as usual, this month sees a spring clean for employment law.  Although we’ve covered the majority of these changes in previous newsletters and alerts, we thought it was worth a quick reminder: 1 April 2019 Increase in National Living and Minimum Wage The new rates are as follows: Age 25 and…
Continue reading


Government Reforms (3): GEO – Gender Pay Gap guidance

mind-the-gap
The Government Equalities Office (GEO) has published two new pieces of guidance (available here) for employers to help them identify the potential causes of any gender pay gap (GPG) within their organisation and develop an effective approach to tackle it: Eight ways to understand your organisation’s gender pay gap (available here); and Four steps to…
Continue reading


Case update (2): Equal pay – Comparators

What do we already know? We updated you in our October 2016 Newsflash Gender pay gap – Equal pay case to proceed, our November 2016 blog What does ASDA mean for me?, and September 2017 Newsflash Case update (2): Gender pay gap – equal pay case to proceed on the preliminary Tribunal and EAT’s decisions…
Continue reading


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…
Continue reading


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…
Continue reading


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…
Continue reading


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…
Continue reading


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…
Continue reading


Government reforms (1): Gender Pay Gap reporting – the aftermath

mind-the-gap
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…
Continue reading