The government has published the much anticipated revised
version of the draft Equality Act (Gender Pay Gap Information)
Regulations. The key points to note are:
The draft Regulations are due to come
into force on 6th April 2017.
The snapshot date will now be 5 April
each year (rather than 30 April). Gender pay gap information will
need to be published within 12 months, meaning that the first
reports are due by 4 April 2018.
The definition of "relevant
employees" has been clarified and means "a person who
is employed by the employer on the relevant snapshot
date". This is to include both workers and employees.
There is, however, an exception to the duty to report for employees
who are employed under a contract personally to do work where
"the employer does not have, and it is not reasonably
practicable for the employer to obtain, the data".
Only "full-pay relevant
employees" need to be included when calculating the relevant
gender pay gaps. This is to combat the distortion in figures that
relevant employees who are being paid at a reduced rate or nil, as
a result of being on leave, would cause. Leave includes annual
leave, maternity leave, paternity leave, shared parental leave,
sick leave and special leave.
The updated Regulations have
clarified how "gross hourly pay" should be calculated.
This should be calculated by reference to an employee's normal
hours, however where no such normal hours are kept, a 12-week
reference period should be used.
There are two points to note in
relation to bonus pay:
bonus pay is still to be included in
the calculations, however under the revised regulations only the
portion of the bonus payment that is proportionate to the relevant
pay period should be included when calculating gross hourly pay;
bonuses paid in the form of
securities, securities options and interests in securities are to
be treated as paid at the point that they would give rise to
Quartiles are to contain equal
numbers of employees. To create quartiles, employers should rank
all relevant employees in order of their hourly pay (low to high)
and then divide the employees into four equal groups.
Previously, the Regulations and
guidance were silent as to what penalty might be applied in the
event of non-compliance. However, the Explanatory Notes now state
that a failure to comply with the reporting obligations could
constitute an "unlawful act" under the Equality Act 2010.
This means that the Equality and Human Rights Commission could take
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The event will be attended by hundreds of students and representatives from top Italian and international law firms, who will have the opportunity to meet and discuss. For many students this will be the very first approach with the legal professional world, and for us it will be a great occasion to meet the young talents of the future.
Dentons is sponsoring the conference titled “Non-performing loans market, between demand and offer” organized by SDA Bocconi School of Management, one of the most prestigious business schools in the world.
The conference will be dedicated to present the results of an innovative and extensive research on the non-performing loans market, by making a clear distinction between demand and offer. The research tackles problems and opportunities perceived by the operators dealing with the NPL market.
The seminar will take place on 31 March 2017. It aims to provide German companies with an overview of the latest developments in relation to insurance coverage, banking transactions and legal aspects of doing business with Iran.
In SSE Generation Limited v Hochtief Solutions AG and another decided on 21st December 2016, the Court of Session in Scotland considered a contractor's potential design liability under the NEC Form of Contract.
Case law concerning the Agency Worker Regulations remains limited. We recently advised a recruitment business involved in a dispute with a "temp" and a hirer regarding who was liable for an alleged breach of AWR Regulation 5.
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