Employment Law +
Market-leading training, knowledge, and news at your fingertips.
Office for National Statistics’ gender pay gap analysis
The ONS published its annual analysis of the UK gender pay gap. Takeaways highlighted in the report include observations that the gender pay gap is:
• continuing to decline - in April 2024 it stood at 7.0% among full-time employees, down from 7.5% in 2023;
• larger for employees aged 40 and over than those under 40;
• larger among high earners than among lower-paid employees;
• highest in skilled trades occupations and lowest in the caring, leisure and other service occupations; and
• higher among full-time employees in England than in the rest of the United Kingdom.
The data is collected from an annual survey of hours and earnings and not from employer gender pay gap disclosures made under reporting obligations.
The ONS also released further wage analyses based on the annual survey of hours and earnings which show that:
• median weekly earnings for full-time employees were £728 in April 2024, a 6.0% increase on the year in nominal terms and a 2.9% increase in real terms; and
• the proportion of ‘low-paid employee’ jobs fell to 3.4% in April 2024 from 9.8% in April 2023.
Parliamentary committees call for evidence on Employment Rights Bill
Two Parliamentary committees are examining the Employment Rights Bill and have issued calls for evidence.
• A Business and Trade Committee inquiry is gathering evidence to inform the later stages of the ERB’s passage through Parliament and to help assess whether it will achieve the Government’s stated aims. The inquiry encourages responses on the impact on business and closes on 6 December.
• The Public Bill Committee is also seeking submissions as it begins the process of scrutinising the ERB “line by line”. Those wanting to make submissions are encouraged to do so as soon as possible as the committee is expected to conclude its review by a deadline of 21 January 2025, but it may do so earlier.
Our Public Policy team can support employers interested in maximising their potential to shape the committees’ scrutiny of the ERB. If you want more information, please get in touch with Andrew Henderson, Director of Public Policy, or your usual Pinsent Masons’ contact.
New four-day week trial begins
The 4 Day Week campaign has launched its second six-month trial of a four-day working week, or a nine-day fortnight, with no loss of pay. In 2023 the campaign published its research following the world’s largest four-day week trial conducted in the UK. The pilot guided around 60 employers and 3,000 workers through a six-month trial of a four-day week. 91% of participating employers indicated that they would definitely continue the working arrangement.
Personnel Today reports that 17 businesses employing around 1,000 workers will now participate in the new trial which started on 4 November. This launch spotlights unconventional working practices and is of interest now the new flexible working framework in the Employment Rights Bill is known. Employers will be able to reject a flexible working request only where there is one of the current statutory grounds for refusing a request and it is reasonable for the employer to refuse the application. There will be further consultation on this reform. As we have reported previously, some members of the Government, including Angela Rayner, have previously commented favourably on four-day week trials.
Gender reassignment guidance
Acas published updated guidance on gender reassignment discrimination. The guidance gives examples of the different types of discrimination including harassment and victimisation on the grounds of the protected characteristic of gender reassignment.
This page is updated weekly with News and Views from that week’s employment weekly briefing email. For previous articles, please contact us: Employment Law Plus.
Useful links:
Employment law horizon watching | Upcoming employment law changes