Gender pay gap meaning

In this issue: Horizon scanning Directors Status and worker categories Cross-border, international and jurisdictional issues Recruitment Protected characteristics Prohibited Conduct (discrimination etc) Diversity and gender pay gap Maternity, parents and carers Financial services and banking: employment issues Data protection and employee information Bribery, modern slavery, tax evasion and fraud Employment Tribunals Scotland Ireland LexTalk®Employment: a Lexis®Nexis community Dates for your diary Trackers New Q&As Employment resources on Lexis+® Daily and weekly news alerts Horizon scanning BTC launches call for evidence on Employment Rights Bill The Business and Trade Committee (BTC) has opened its first request for evidence for a new inquiry into the Employment Rights Bill (ERB). The inquiry will collect written and oral submissions to steer the Bill’s subsequent passage through Parliament and to gauge whether it is set to meet its stated aims. Written evidence should be submitted by Friday...

In this issue Working time and flexible working Pay Tax Prohibited conduct (discrimination etc) Employment tribunal equality claims Diversity and gender pay gap Industrial action Unfair dismissal Employment tribunals Immigration Northern Ireland ESG and sustainability: employment issues Daily and weekly news alerts Dates for your diary Trackers New Q&As Working time and flexible working Code of Practice (Requests for Flexible Working) Order 2024 (SI 2024/429): The Order designates 6 April 2024 as the date on which the updated Code of Practice on handling requests for flexible working, issued by the Advisory, Conciliation and Arbitration Service (Acas) under section 199 of the Trade Union and Labour Relations (Consolidation) Act 1992 (TULR(C)A 1992), takes effect. It also clarifies that the revised Code does not cover applications for flexible working made under section 80F of the Employment Rights Act 1996 (ERA 1996) that are lodged on or before 5 April 2024;...

In this issue: Horizon scanning Worker status and categories Immigration Pay Remuneration Taxation Diversity and the gender pay gap Maternity, parents and carers Whistleblowing Data protection and staff information Confidentiality, obligations and restrictions: enforcement Financial services and banking: employment matters Bribery, modern slavery, tax evasion and fraud Issues arising on termination Employment Tribunals Civil courts and alternative dispute resolution Dates for your diary Trackers Employment resources on Lexis+® LexTalk® Employment: a Lexis®Nexis community Daily and weekly news alerts Horizon scanning Updated Employment Rights Bill to be considered by the House of Lords The updated Employment Rights Bill (ERB), transmitted from the House of Commons to the House of Lords, was issued on 14 March 2025. Its second reading in the House of Lords is scheduled for 27 March 2025...

Understanding neurodiversity matters for both employers and employees when building a diverse, inclusive and supportive workplace. It is also key to ensuring an employer fulfils legal duties, for instance making reasonable adjustments for disabled candidates and workers. This Practice Note: Explains what neurodiversity and neurodivergence mean, including related conditions such as ADHD, autism, dyscalculia, dyslexia, dyspraxia and Tourette Syndrome Sets out the legal framework, covering obligations under the Equality Act 2010 (EqA 2010), the public sector equality duty, contractual considerations when altering terms and conditions of employment, and health and safety duties Examines practical measures to create a diverse and inclusive workplace, particularly within recruitment processes, through individual assessments, enabling remote working, providing training, and addressing conduct issues The concept of neurodiversity Neurodiversity describes the various ways that brains operate and process information. Most people are neurotypical, meaning their brain functions in the way it does for the majority of individuals...

This Practice Note outlines the EU remuneration framework contained in the Capital Requirements Directive 2013/36/EU (EU CRD IV) and Regulation (EU) 575/2013 (EU CRR), together with the remuneration provisions in the Investment Firms Directive (EU) 2019/2034 (IFD) and the Investment Firms Regulation (EU) 2019/2033 (IFR). These rules apply to pay awarded by credit institutions and investment firms to their staff... Background and introduction to EU CRD IV and EU CRR In the aftermath of the 2008 global financial crisis, the Financial Stability Board (FSB) and a number of national regulators reviewed remuneration governance and structures across financial services. They concluded that: firms and supervisors underestimated how pay policies and practices could fuel excessive risk-taking remuneration design, notably cash-heavy, short-term incentives, promoted undue risk appetite bonus pool methodologies did not adequately reflect firms’ capital and liquidity costs or the risks borne performance management focused too narrowly on financial results and overlooked multi-year outcomes The FSB consolidated these conclusions into a...

Practice Note More and more employers are striving to strengthen diversity and equality within their organisations. This Practice Note outlines several voluntary charters and programmes that employers may join to demonstrate and advance their pledge to foster diversity and equality—and to back colleagues with particular protected characteristics—across their workplaces. It includes the Race at Work Charter, Change the Race Ratio, the Disability Confident Scheme, the Mindful Employer Charter, the Mindful Business Charter, the Stonewall Proud Employers Programme, the Women in Finance Charter and the Dying to Work Charter. The motivation to enhance workplace diversity and equality can arise from a range of factors, such as: recognising the significant commercial gains of a diverse workforce and recruiting from the broadest possible talent pool a conviction that taking such steps is the ethically right course lifting morale by ensuring staff feel valued, understood and supported strengthening the organisation’s reputation taking positive action to remedy areas where the employer is not yet achieving optimal...

1 Policy statement 1.1 The Company is dedicated to realising gender equality across our organisation and to putting in place sustained measures that will meaningfully advance progress in narrowing the gender pay gap. We acknowledge the value of building a more inclusive and supportive workplace and of assisting employees at varied life stages, including colleagues experiencing menopause. 2 Plan summary and scope 2.1 Plan period: [ insert period, eg April 2026–March 2027 ] 2.2 Executive sponsor: [ insert name ] 2.3 EDI lead/plan owner: [ insert name ] 2.4 Geographical scope: UK 2.5 Plan objectives: [ insert details ] 3 Legal and policy framework 3.1 Under the Employment Rights Act 2025, employers with more than 250 employees will face a statutory duty to develop an action plan addressing specified matters relating to gender equality, ie: 3.1.1 tackling the gender pay gap; and 3.1.2 offering menopause support. The duty becomes mandatory...