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Further inquiry into the use of non-disclosure agreements in the workplace

Yesterday was the final day for public submissions to the Women and Equalities Committee's (WEC) inquiry into the use of non-disclosure agreements (NDAs) in harassment and discrimination cases. This new inquiry follows on the heels of the WEC's report on sexual harassment in the workplace, in which it called for the use of NDAs to be "cleaned up" and for the misuse of NDAs in the context of sexual harassment to become an offence. We also commented on this report in our August newsletter.

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Further inquiry into the use of non-disclosure agreements in the workplace

UK gender pension gap at almost 40 per cent

Many inches have been written on the UK's gender pay gap in the past year, including on this blog. However, little attention has been given to the gender pension gap. New analysis from the trade union Prospect on UK household incomes suggests the gap between men's and women's pension income is almost 40 per cent (or around £7,000). To give some context, that is more than twice the current gender pay gap, which according to the latest Office for National Statistics figures is now 17.9 per cent for all employees.
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UK gender pension gap at almost 40 per cent

Context is key in claims of harassment

In the recent case of Evans v. Xactly Corporation Limited the EAT considered whether calling an employee a "fat ginger pikey" constituted harassment relating to disability and/or race. In the particular circumstances of this case, the EAT held that it did not.
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Context is key in claims of harassment

Does giving notice amount to an unambiguous act of resignation from employment?

An employee giving notice does not necessarily amount to an unambiguous act of resignation from employment, the Employment Appeal Tribunal found in East Kent Hospitals University NHS Foundation Trust v Levy.
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Does giving notice amount to an unambiguous act of resignation from employment?

Gender pay gap catalysing change for gender diversity amongst executives

Born out of frustration after years of women in the city earning less than their male counterparts, the UK’s gender pay gap reporting regime has provided a sense of optimism amongst executives. Companies have been seriously concerned with the impact on their reputation. With the transparency of published figures, companies risk facing public backlash. With that in mind, many of the larger banks are beginning to pilot new schemes ranging from encouraging women to take on roles that are more male-dominated to attempting to remove gender bias from the recruitment system by anonymised certain information. Several other companies are aiming to pilot similar schemes focusing at the mid-career level for women and if those schemes prove successful to implement them on a larger scale.

Gender pay gap catalysing change for gender diversity amongst executives

New guidance issued on employment references

New guidance from the UK Advisory, Conciliation and Arbitration Service (Acas) provides employers with a timely reminder in relation to their obligations when providing and obtaining references which is an area in which employers can easily fall foul if they are not careful.
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New guidance issued on employment references

Sickness absences at lowest average since 1993!

Recent figures from the Office for National Statistics (ONS) have revealed a significant fall in the number of days employees are taking off work due to sickness. The ONS reported that an average of 4.1 sick days were taken in 2017, compared to 7.1 in 1993 (the year records began).
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Sickness absences at lowest average since 1993!

Only 20 per cent of tribunal fees have been refunded since Supreme Court ruling

Following the Supreme Court ruling which declared tribunal fees unlawful, the government pledged to refund those who had paid tribunal fees between 29 July 2013 and 26 July 2017. An official refund programme was set up in October 2017 to handle the process.
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Only 20 per cent of tribunal fees have been refunded since Supreme Court ruling

Migrants’ rights in the spotlight

Brexit is thought to be one of the reasons why the Tier 2 (General) restricted Certificate of Sponsorship cap has been reached. However, we may at last be seeing some reprieve from this.
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Migrants’ rights in the spotlight

“Pitiful” and “patronising” – the excuses given for the lack of female presence in FTSE boardrooms

The Hampton-Alexander Review, an independent review backed by the government to scrutinise the gender balance of boards at the top of the country's leading companies, released a report this week which lists some of the excuses given by companies for a lack of female representation on their boards.
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“Pitiful” and “patronising” – the excuses given for the lack of female presence in FTSE boardrooms