Gender pay gap
While continuing to deal with the impact of coronavirus, HR professionals must ensure that their organisation complies with the usual raft of April employment law changes. In April 2021, these changes include the extension of IR35 reforms to the private sector, a tweak to the national minimum wage age bands, and increases to statutory redundancy pay and statutory maternity pay.
Furlough has the potential to skew an organisation's gender pay gap significantly. Madeleine Mould, associate in the employment team at law firm Blake Morgan LLP, looks at what it means for organisations preparing their data ahead of the next reporting deadline.
With penalties for failing to publish gender pay gap reports for 2019/20 suspended due to the pandemic, and a lack of clarity about reporting dates for 2020/21, Jo Faragher examines the data and fears that equality may fall off the agenda for some companies.
Each April, HR professionals must ensure that their organisation complies with the latest round of amended employment laws and deadlines. As well as dealing with the ongoing impact of coronavirus (Covid-19), important issues for HR in April 2020 include changes to written statements of terms and conditions, the introduction of parental bereavement leave and pay, and changes to the law on calculating holiday pay for workers with irregular hours.
There have been exhaustive discussions on the gender pay gap, but what about the huge chasm between women's pension wealth and what men are able to accumulate for retirement? Nikki Thompson explains.
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.
Commentary and analysis: HR and legal information and guidance relating to the gender pay gap.
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Copyright © 2021 LexisNexis Risk Solutions Group
© 2021 LexisNexis Risk Solutions Group.