The law governing holiday pay has been an evolving minefield over the last few years. As a continuously changing concept and a benefit that is of particular importance to all workers, the issue is invariably in focus. Continue reading →
Improving workforce diversity is high on the agenda for most organisations. The 2018/19 gender pay gap reports have been published and most employers have similar gaps to last year (and, in some cases, increases). While employers may not have had a chance to put in place any action plans before the latest set of reports, their public nature is likely to put increasing pressure on organisations which fail to narrow the gender pay gap. In addition, the government is currently considering the feedback from their recent consultation on ethnicity pay gap reporting and there seems little doubt that this obligation will be introduced in due course. Continue reading →
The definition of mental health as “a person’s condition with regard to their psychological and emotional well-being” isn’t suggestive of a negative state. Yet the stigma surrounding it is one of weakness and indignity. Conversely, supporting those with physical impairments has for decades required employers to provide adequate and appropriate equipment, facilities and personnel to ensure that employees receive immediate attention if they are injured or taken ill at work. Continue reading →
There has been a lot of discussion recently about the inequality of pay between men and women. After discussing the various controversies, this blog focuses on whether the statutory equality clause mechanism is fit for purpose in addressing the issue of unequal pay. Recognising there is no simple panacea for inequality of pay, it argues that the current equality clause procedure requires reform, along with a greater emphasis on pay transparency. Continue reading →
We recommend SM&CR project leads and data protection officers ensure that data protection issues are addressed in your SM&CR project plan, including conducting a data privacy impact assessment and a review of fair processing notices as well as updating record retention policies and procedures. Continue reading →
Last year, we noticed an increase in the number of client enquiries about gender-neutral documents. This reflects a wider discussion about sex and gender in society. While the UK’s national anthem changes according to the monarch, in 2018 Canada’s Senate approved altering the words of O Canada to make the English language version gender-neutral (replacing “in all thy sons command” with “in all of us command”).
If you think #metoo conduct is the preserve of the entertainment sector, think again. It is prevalent in all sectors. That is why industry bodies and regulators in the likes of law, charities and construction have issued their members with guidance on dealing with sexually inappropriate conduct.
Financial services are not immune. Far from it. The Financial Conduct Authority (FCA) has made it clear that sexual harassment matters. The FCA’s interest in allegations and findings of sexual harassment or other sexual misconduct about individuals who work for the firms it regulates is part of the its broader focus on culture within the UK financial services industry. Continue reading →