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Employment

Employment

The £36million Question: What Does Your Organisation Do To Tackle Modern Slavery?

New legal provisions under the Modern Slavery Act 2015 are coming into force today, 29 October 2015, which will compel larger businesses across the UK to publish an annual statement detailing what action (if any) they are taking to combat slavery and human trafficking, not only in relation to their own business but also within their supply chains.

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LChalmers

Pay Gap Reporting Bonus

Morag Hutchison, Partner

Government plans to tackle gender inequality in workplaces were firmly back on the agenda this week. In terms of the gender pay gap, we have the first indication on what businesses will need to publish as part of the mandatory reporting rules that will come into force next year. You may have seen my blog last month on the end of the consultation period about how these rules should work in practice.

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LChalmers

Mind The Gap

Morag Hutchison, Partner

Plans to introduce mandatory pay gap reporting took a step closer this month when the government’s consultation period ended. The consultation was launched in July, and employers had been asked for their input on the new rules which will force companies with at least 250 employees to publish their pay gap information.

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LChalmers

Travelling To Work Is “Working Time”

Is time spent travelling between home and the first and last assignment of the day by employees classified as “working time”? The European Court of Justice (ECJ) last week ruled that in relation to employees who have no fixed or habitual place of work, the answer is yes.  

What Is “Working Time”?

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LChalmers

A Spotlight On Equal Pay

Almost forty years after the Equal Pay Act 1970 made unequal wages unlawful, there continues to be a 19.1% gap in earnings between male and female workers in the UK. On 14 July 2015, the government launched a consultation on plans to accelerate the closing of this gap by introducing rules requiring larger businesses to publish gender pay gap information. The Prime Minister said he wants to “cast sunlight on the discrepancies and create the pressure we need for change, driving women’s wages up”.

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LChalmers

Relationship Status: It’s Complicated

Uber is a remarkable success story. Founded in 2009, the ride-sharing service now brings drivers and passengers together in over 300 cities in 57 countries worldwide. Recent estimates suggest it is worth a reported $40 billion, which is more than Instagram.

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LChalmers

Tier 2 Is Under Review: Have Your Say

The Home Secretary has commissioned the Migration Advisory Committee (MAC) to review Tier 2 of the Points Based System by mid-December 2015. The review is aimed at exploring ways of significantly reducing economic migration to the UK. Tier 2 is the route used by skilled workers with a job offer in the UK. The MAC review is focused on Tier 2 (General) and Tier 2 (Intra-Company Transfers). The Tier 2 (Sportsperson) and Tier 2 (Minister of Religion) categories are not part of this review.

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LChalmers

Licence And Registration Please

“It must be understood that the grant of [sponsor] status is a fragile gift. Constant vigilance about compliance is a minimum standard required for such sponsors. The burden of playing an active role in the support of immigration control is a heavy one” McGowen J in London St Andrew’s College v SSHD

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LChalmers

Post-General Election: What's In Store For UK Employment And Immigration Law?

The dust has settled after a nail biting general election. Now that we have a Conservative majority government, with an unprecedented 56 SNP seats at Westminster, what changes can we expect to the UK’s employment and immigration law? With some fundamental differences of opinion between the two parties there are likely to be some political battles ahead.

The key proposals for employers to note are summarised in the note below. If you would like any further information on any of the points made, please get in touch.

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LChalmers

You Get The Employee Relations Culture You "Deserve"

David Morgan

I had the pleasure of presenting the Employment Law work-stream at the annual HR Network Conference in Edinburgh last week.  This is our fifth year of sponsoring the conference, which has gone from strength to strength, as the place to be for the HR community in Scotland.

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LChalmers