Every April, HR professionals are faced with a raft of amended employment laws and deadlines for their organisation to meet. Important issues in April 2019 include changes to the law on payslips and the usual increases to the national minimum wage, maternity pay and redundancy payments. Large employers should also be working on their second gender pay gap report and their latest modern slavery statement. Meanwhile, the impact of Brexit on EEA nationals continues to be a major issue.
Analysis by the BBC has revealed that four in 10 private companies have reported wider gender pay gaps for 2018 than the previous year.
Gender pay gap reporting can help to close the gender pay gap by encouraging organisations to hire more women and speed up their promotion, a study of organisations in Denmark has suggested.
MPs have accused the government of being too "timid" to hold businesses to account for their gender pay gaps after it refused to take forward a number of recommendations made last year - including lowering the threshold to organisations employing 50 staff or more.
With less than three months left for large employers to publish their second tranche of gender pay gap data, Jo Faragher looks at the 2018 data so far and finds a mixed picture.
The FTSE 100's six female chief executives earn only 54% of the salary of their 94 male equivalents, exposing a substantial pay gap as the UK arrives at Fat Cat Friday.
The first round of gender pay gap reporting was big news in 2018, but how will employers adjust their approach for the second year of reporting? Ruth Thomas from Curo Compensation looks at the measures employers can take to reduce the gap.
We review the key employment law developments of 2018 and the impact of these for HR, including: Brexit; the GDPR; the apprenticeship levy; pay reporting; parental bereavement leave; and family-friendly policies.
Although Brexit dominates the news, there will be a number of important employment law developments in 2019. We set out an eight-point plan so employers can prepare.
Three-quarters of hiring managers think the gender pay gap could be reduced if interviewees were not asked to disclose their salary, according to research from recruitment company Major Players.
HR and legal information and guidance relating to the gender pay gap.