By April 2018, companies with over 250 employees will need to publish their gender pay gap.
Approximately 9,000 companies will need to do this, via the government website – https://www.gov.uk/report-gender-pay-gap-data
The gender pay gap is the difference in average hourly earnings, and is calculated on a 1% sample of employees’ jobs. It takes the median average for men and women, which is the level of pay that half of people earn more than, and half earn less than.
The pay gap isn’t the same as equal pay. Equal pay – that men and women doing the same job should be paid the same – has been a legal requirement for 47 years.
A company might have a gender pay gap if a majority of men are in top jobs, despite paying male and female employees the same amount for similar roles.
Public, private and voluntary sector firms are now all required to disclose average pay for men and women, including bonuses.
Employers also have the option to include a narrative with their calculations. This would explain the reasons for the results, and give details about actions they are taking to tackle the gender pay gap.
Information from bbc.co.uk
We have recently been supporting a client with the recruitment of two members of staff.
This has been invaluable to them as we have carried all aspects of the recruitment procedure, this has resulted in saving them time by not disrupting their day to day work. We have been able to develop skills based tests for the interview process. Through the understanding of the company and it’s vision, mission and values we have devised interview questions that ensure we recruit a candidate with the necessary skills and drive, as well as personality, that will be an asset to the company.
We supported with the following aspects
- Drawn up job descriptions
- Researched advertising media
- Placed advert in appropriate media
- Managed applications – shortlisted according to job role requirements, sent regrets
- 1st Stage screening – developed telephone interview questions and conducted the interviews
- Supported with an skills based test at our offices
- Developed face to face interview questions and supported at the interview process
- Supported in the overall decision making on the successful applicant.
We will continue to support the employer with the induction process and future training.
It is an employers responsibility to ensure that their employees have a right to work in the UK.
What counts as eligibility as proof to work in the UK? Here is the checklist from GOV.UK site http://ow.ly/LZNQ30ioCTX
Employers may have to pay an illegal working fine (also known as a civil penalty) if they employ someone who does not have the right to work in the UK. Here is the link to ‘An employer’s guide to the administration of the civil penalty scheme’ http://ow.ly/X19v30ioDu5
Find out if a potential employee has the right to work in the UK and what documents employers should check.You can also use this tool to find out which documents you need to produce to prove you’re eligible to work in the UK. http://ow.ly/akRI30ioEhK
Cases regarding employing illegal workers
A takeaway proprietor has failed in an appeal against a £30,000 civil penalty notice imposed for employing two illegal workers
Tesco fined for employing illegal foreign workers
Because most bank holidays fall on a Monday or Friday, part-time employees who do not work on these days could be entitled to proportionately fewer days off compared with full-time employees, depending on shift patterns and annual leave arrangements within the organisation.
Employers must ensure that all employees have at least the statutory minimum annual leave entitlement and that part-time employees are not treated less favourably than full-time employees. To avoid a complaint of less favourable treatment under the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 (SI 2000/1551) many employers provide part-time employees with a pro rated bank holiday entitlement.
While there may be no arrangement that will have entirely fair results for all employees whatever their working pattern, one option is to calculate pro rated bank holiday entitlement according to the number of hours that the part-time employee works, irrespective of whether or not he or she works on the days on which bank holidays fall.
For example, if full-time employees are entitled to eight bank holidays a year, in addition to their normal annual leave entitlement, a full-time employee working a five-day week of 37.5 hours would be entitled to 60 hours of leave on bank holidays (ie eight days of seven and a half hours). A part-time employee working a three-day week of 22.5 hours would be entitled to a pro rated bank holiday allowance of 36 hours (22.5 ÷ 37.5 x 60). Calculating an hourly entitlement has the disadvantage of potentially resulting in an employee working for, for example, only one or two hours on a particular day.
The employer should allow the part-time employee to book the 36 hours’ pro rated bank holiday entitlement as annual leave under the organisation’s normal procedure. If the employee is scheduled to work on any bank holiday, he or she would have to book this as annual leave to take the day off. If the business is closed on bank holidays, the employer could require the employee to take annual leave if he or she is scheduled to work on these days, by including this in the employee’s contract or giving the appropriate notice.*
*Original article from Expert HR
It is important for staff to take their holiday entitlement and at a recent review meeting it was picked up that there were three employees, within a clients company, who didn’t take much of their holiday entitlement for 2017, this impacts on the statutory provisions.
There is a requirement of annual leave of 5.6 weeks – 28 days, which includes public holidays. There is also a requirement for employees to take this leave, and for the employer to ensure that they do. The provisions are established from a Health & Safety prospective, ensuring rest and relaxation for the individual away from the working environment.
With a review of untaken leave, focus was placed on any leave that was less than 20 days, three cases had been highlighted
– 16 days undertaken, 9 of which is below statutory
– 17.5 days untaken, 12.5 of which is below statutory
– 7 days untaken, 3 of which is below statutory
The main concern would be for the employee who has only taken 7.5 days off in the year. It is appreciated that it is often difficult to have this discussion, however, there are risks for both the employees health, and for the business.
In this particular case, the employee, when he takes leave, will adjust his days of working, and therefore may have the weeks off, however, this is compounded with additional working time either side. This continues the risk of his allocation of leave
The recommendation is that when you have any of your normal manager/employee meetings, that there is a discussion relating to the plans for leave during this year. We can then plan for the cover of the work to enable the leave to be taken without fear of work not being covered, or teams being left during the absence.