Although Gender Pay Gap (“GPG”) reporting will seemingly not be required until Stormont is up and running, are there any steps that businesses can take in the meantime? What are the key differences between GPG reporting in NI and GB?
Posted in : First Tuesday Q&A NI on 6 February 2018
Chris Fullerton
Arthur Cox
Gender Pay Gap (“GPG”) reporting is provided for under the Employment Act (NI) 2016, but cannot be enacted until local government recommences. Last month, the Equality Commission called for GPG reporting to be extended to NI as a matter of urgency. Although the NI GPG reporting regulations are still in draft form, the legislation stipulates similar requirements to the GB regulations, albeit to a greater extent.
If a GPG exists, businesses will have to publish a plan to eliminate any disparity. Given the importance and time-consuming nature of the GPG reporting process it would be prudent for
Already a subscriber?
Click here to login and access the full article.
Log in now to read the full articleDon't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.
Help understand the ramifications of each important case from NI, GB and Europe
24/7 access to all the content in the Legal Island Vault for research case law and HR issues
Ensure your organisation’s policies and procedures are fully compliant with NI law
Receive free preliminary advice on workplace issues from the employment team at Worthingtons Solicitors
More from the First Tuesday Q&A
-
Once an employee qualifies for SMP, what happens to her entitlement if she ceases to work for the employer either before or during her period of maternity leave?
Posted in: First Tuesday Q&A NI on 05 March 2019
-
Does an employee who has received a payment in lieu of notice also have to receive payment for holidays that they would have accrued had they worked their notice period?
Posted in: First Tuesday Q&A NI on 05 March 2019
-
An employee is on long-term sickness absence and has exhausted their entitlement to statutory sick pay, what payment should they receive in respect of their notice period if they are dismissed?
Posted in: First Tuesday Q&A NI on 05 March 2019
-
We have an employee who was employed under a fixed term contract for 6 months which was renewed for a further three months. The post is now being made permanent. Can we automatically offer it to this employee or do we need to advertise externally?
Posted in: First Tuesday Q&A NI on 05 March 2019
-
How should employers deal with SARs that relate to disciplinary and grievance procedures?
Posted in: First Tuesday Q&A NI on 05 February 2019
Disclaimer:
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.
Chris Fullerton
Arthur Cox
The main content of this article was provided by Chris Fullerton. Contact telephone number is 028 9023 0007 or email Chris.Fullerton@arthurcox.com
View all articles by Chris Fullerton