The EHRC have warned employers with 250 or more employees that they are entering the ‘last chance saloon’ to report their gender pay gap, as it publishes its final strategy on how the new regulations will be enforced. The reporting deadlines passes on 30 March for public sector organisations and 4 April for businesses and charities. Enforcement action will start when the EHRC writes to all employers who have not complied with the law. The letters will be sent on 9 April and employers will be given 28 days to comply. If there is no compliance then for private and voluntary employers, an investigation will take place; for public sector employers there will be an assessment of whether they have complied with their specified public sector duty. Further enforcement action for non-compliance is set out in the flow charts on page 12 (private/voluntary sector) and page 13 (public sector).
This update 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 judgements made in every aspect of the case. Click on the links to access full details. If no link is provided, contact us for more 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.