Editor's message: Although there has been a decrease in the gender pay gap since the introduction of equal pay legislation in 1975, there is still a substantial gap between the pay of men and women four decades later.
The gender pay gap is a broad issue, and is not the same as equal pay. The gender pay gap covers the differences in the average earnings of men and women, whereas equal pay is about paying men and women the same for performing "equal work".
Under the Equality Act 2010, women and men who perform equal work have the right to claim equal pay with each other under their contract of employment. Conducting an equal pay audit is the best way for employers to find out if they are paying men and women the same for equal work.
Bar Huberman, employment law editor
In this week's podcast, we predict the key cases for 2017. We explain why employment status in the gig economy will be a big talking point, and flag up a major equal pay case against a private-sector employer.
Updated to include information on the revised draft Regulations requiring relevant employers to publish gender pay gap information.
Cases on appeal provides news on key case law developments that are expected.
Equal Pay Day, the day of the year on which women effectively stop earning money relative to men, falls on 10 November 2016. Laura Merrylees explains the difference between gender pay and equal pay.
Gender pay and equal pay are frequently confused. However, there are key differences between the two and employers need to be aware of their obligations in relation to both.
Asda has lost an employment tribunal ruling in a case involving thousands of workers in supermarkets who sought to compare themselves with higher-paid men in distribution centres.
So much has been written about why women earn less than men and miss out on key promotions. But, as we prepare for gender pay gap reporting, are we ignoring the real reasons for gender inequality at work, asks Catalyst Europe's Allyson Zimmermann?
In Asda Stores Ltd v Brierley and others  IRLR 709 CA, the Court of Appeal held that, although employment tribunals have the power to grant an indefinite stay of proceedings, there was no requirement for a tribunal to do so merely because the respondent wanted to have equal pay claims against it heard in the High Court rather than the tribunal.
Updated to include information on a Government consultation on mandatory gender pay gap reporting for public-sector employers.
The Court of Appeal has ruled that the employment tribunal has no power to stay proceedings indefinitely for the purpose of compelling the claimants to bring a new action in the High Court.