The ONS study, Annual Survey of Hours and Earnings 2014, shows that the gender pay gap has narrowed, to 9.4% compared with 10.0% in 2013. This is the lowest since records began in 1997. Other key findings were:
– In April 2014 median gross weekly earnings for full-time employees were £518, up 0.1% from £517 in 2013, the smallest annual growth since 1997, the first year for which data are available.
– Adjusted for inflation, weekly earnings decreased by 1.6% compared to 2013.
– Median gross weekly earnings for full-time employees increased by 1.0% in the public sector, and by 0.7% in the private sector.
Although the official figures are encouraging, readers will be aware that since 1 October 2014, tribunals are obliged to order employers found to be in breach of equal pay law to carry out equal pay audits in certain circumstances.
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The aim is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out full details of all the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided contact us for further information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
