Monthly Archives: August 2016

Mandatory gender pay gap reporting – Government consultation and delays

We have previously reported on the government’s plans to introduce legislation requiring certain private and voluntary sector employers to report key information about their gender pay gaps. In February 2016, the details of the reporting obligations and draft Regulations were … Continue reading

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Vexatious litigants and the right to compensation

Under EU law, the Equal Treatment Framework Directive and the Recast Equal Treatment Directive (together, ‘the Directives’) prohibit discrimination in employment for a number of protected characteristics including age, disability, religion or belief and sexual orientation. This protection also extends … Continue reading

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Summer Consultations

Salary Sacrifice Last week HMRC issued a consultation on limiting the range of employee ‘Benefits in Kind’ (BiK) that attract income tax and national insurance contribution (NICs) advantages when provided as part of salary sacrifice arrangements. Salary sacrifice arrangements normally … Continue reading

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UK whistleblowing law…is it working?

We recently published a post in June on an NGO report which concluded that UK whistleblowing law was ‘inadequate’ and did ‘not meet international standards’. The report argued that UK law needs to go further to protect whistleblowers, and it … Continue reading

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Employment reform under a Labour Government

Ahead of the election of the new Labour Party leader on 24 September 2016, the two frontrunners – Jeremy Corbyn MP and Owen Smith MP – have made a number of pledges to reform UK employment law. Smith has set … Continue reading

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The ‘Pokémon Go’ revolution: What employers should know

Unless you’ve been living under a rock for the last few weeks, you would have noticed that a new game has swept the world by storm. Pokémon Go, which has already amassed over 100 million downloads, and has overtaken Facebook, … Continue reading

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Unfair Dismissal – A Failure to Disclose

In any claim for unfair dismissal, once an employer has shown why an employee was dismissed, they must then go on to prove that the dismissal is ‘fair’. A Tribunal will consider all the circumstances in order to determine whether … Continue reading

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