The government began consultation on 14th July 2015 on proposals for legislation to be enacted in the first half of 2016 requiring Companies with more than 250 employees to carry out a review of gender pay differences and publish the results.
The 2010 Equality Act (Section 78) gave power to the government to make regulations requiring mandatory gender pay reporting. However up until recently a voluntary approach was preferred and these powers have not been called upon. The intention to look to change this approach was first raised by the Liberal Democrats in March 2015 as a consequence of the revelation that only five large Companies have so far published

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All employers should have clear policies in place to deal with complaints or grievances raised by employees. It is inevitable at some point that an employee will raise a complaint and this can occur at any level within the business and for reasons as varied as an allegation of discrimination or unfair treatment, the behaviour of a manager or fellow colleague or an issue around health and safety in the work place.
Once aware of a complaint the line manager should speak to the employee as soon as possible as very often this can lead to a quick resolution of the problem and many complaints are resolved in a timely

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