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Employment

Employment

Final Gender Pay Gap Reporting Regulations Published

In what is likely to be one of the most important employment law developments of 2017, the Government has published the final version of regulations requiring employers with more than 250 employees to publish gender pay gap figures.

The regulations are expected to come into force early next year with the first gender pay gap reports requiring to be published in April 2018.

Key requirements of the regulations are:

  • employers will be required to publish mean and median pay information gleaned from the whole workforce;
  • they must also publish how many men a

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Imminent Changes To Immigration Rules

Elise Lang

Whilst the future of immigration law in the UK is in a state of uncertainty, the existing regime continues, with some important changes of note.

Following the UK government’s decision earlier this year to implement the majority of the proposals submitted by the Migration Advisory Committee (“MAC”) in its report on Tier 2, the government has now announced that some of these proposals will come into force as early as 24 November 2016.  Businesses will need to be aware of these changes when taking on and sponsoring migrant workers after this date as well the impac

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Uber: What The Judgment Means For You

Readers of my blog post on “The Gig Economy” last week will not have missed the breaking news on Friday that the long-awaited judgment of the Employment Tribunal in London in the claim against tech giants Uber

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The Gig Economy

“Uber, the world’s largest taxi company, owns no vehicles. Facebook, the world’s most popular media owner, creates no content. Alibaba, the most valuable retailer, has no inventory. And Airbnb, the world’s largest accommodation provider, owns no real estate.

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Breaking News: Commission And Holiday Pay: Court Of Appeal Confirms EAT’s Judgment In Lock v British Gas

Sean Saluja

The Court of Appeal has today ruled that sales-related commission should be included in statutory holiday pay, as in line with the EU’s Working Time Directive, upholding the EAT’s position in Lock v British Gas Trading Ltd. This judgment is not entirely unexpected and underlines the previous approaches to the law taken by both the ET and EAT (see our previous blogs below). Watch this space for further commentary on the Court of Appeal’s reasoning and its implications for employers.

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Passports and visa applications at the ready? – The immigration implications of Brexit

Following the referendum last Thursday in which the people of the UK voted to leave the European Union, there has been increasing concern and speculation as to what this means for the future of UK immigration law, particularly for EU citizens who currently live, work and study in the UK.  Although nothing will change immediately, UK businesses will want to be aware of the possible repercussions of the EU referendum with regard to members of their workforce who are EU nationals.

So what happens now?

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No rush to build a bonfire of workers’ rights after Brexit

Kerry Norval, Senior Solicitor

Substantial changes in employment law are not likely in the short-term, writes Kerry Norval

Now our initial ­personal reactions to Friday’s historical ‘Leave’ vote have subsided slightly, our thoughts turn to the future and the impact on our lives going forward. It is no surprise that one of the main concerns of business is gauging exactly what effect a withdrawal from the EU will mean – particularly in the field of immigration and employment.

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Brexit: Vote To Leave

Brexit

While there will be both market and political turbulence which will follow on from the EU Referendum result being to leave the EU, in our view it is important to bear the following points in mind:

  • A ‘Leave’ vote does not tell us anything about the arrangements with the EU that we will end up with. It doesn’t even tell us what the UK would seek in that respect. 
    • While examples of what others have achieved (in Norway, Switzerland, Turkey and Canada) have been much quoted in the arguments made in the run up to the Referendum, they are no more than that.

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No Girls Allowed

Rachel McKay

Members of Muirfield Golf Club have voted to decide whether female members should now be accepted. The results are in: women are out. 

Although 65% of the Club’s members voted to permit female members, a two-third majority was required if women were to make the cut. So, Muirfield Golf Club remains ‘male-only’, for the most part. 

The obvious question is: how can this be lawful?

Generally speaking, the Equality Act 2010 acts to prohibit discrimination on the basis of sex.

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Head Over Heels

Kerry Norval

Last week the media was awash with reports that a woman, who had turned up for her first day working as a receptionist at PWC’s office in London, had been sent home for failing to wear the correct shoes at work. The individual – who had been recruited by staffing agency Portico – had not adhered to Portico’s dress code, which allegedly required women to wear shoes with heels of between 2 and 4 inches and wear at least five different types of make-up, amongst other requirements.

The story sparked a debate among me and my female colleagues as we boarded a plane to London.

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