Closing the Gender Pay Gap

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

Managing a Complaint in the Workplace

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

Religion and Belief Discrimination

Under the Equality Act of 2010 “religion” is defined as including religion, religious belief and philosophical belief. The act prohibits discrimination because of religion, belief or lack of religion or belief. Discrimination covers four areas.
Direct religion or belief discrimination is where someone is treated less favourably because of religion or belief and this also includes treating someone less favourably because of a perception, which could be right or wrong, that they may have a particular belief or belong to a certain religion or because of their association with someone of a certain religion or belief. Direct discrimination would also apply when someone refuses to follow an instruction that is

Managing Stress at Work

Six Management Standards

The most recent figures available show that absence due to work related stress accounts for 39% of the total number of work related illnesses and the average time away from work is 23 days for each case. These figures also indicate that the rates of work-related stress, depression or anxiety, for both total and new cases, have remained broadly flat for more than ten years. However absence for work related stress presents a huge cost to an organisation and ensuring that the correct policies and procedures are in place to mitigate against this and effectively deal with issues as they arise is very important.


Age Discrimination

The Equality Act of 2010 made it illegal to discriminate against employees, trainees and job seekers on the grounds of age and gave no upper age limit for redundancy and unfair dismissal.
The act covers all workers and applies to related areas such as membership of trade organisations, the award of qualifications, the services of careers guidance organisations, employment agencies and vocational training providers, including further and higher education institutions.
There are four types of age discrimination

Direct discrimination – where someone is treated less favourably because of their age, perceived age or the age of someone with whom they are associated. This treatment can only be