IR35. If you know what the code refers to, you’re probably stifling a little groan. If you don’t, then I have the narrative role of explaining that IR35 legislation seeks to allow HMRC to demand that individuals who are ’employees in all but name’ as treated as if they are an employee (rather than self-employed)…
I write further to the deadline for Gender Pay Gap Reporting expiring last week. Much has been made in the media of that deadline being the day by which qualifying employers (i.e. those with 250 or more employees) have to submit the percentage difference in pay between their male and female staff.
The initial results? Nearly 80% of those employers who have responded (some haven’t) have reported higher pay levels to men than women.
So, that means that those employers are discriminating against women, right? Well, not necessarily. But the figures are there in black and white – surely, every employer with a higher pay towards males is inherently sexist? Not really.
The reality is that the figures are suggestive only and there are many legitimate reasons why pay may be skewed either way, whether towards males or females. Let’s take a look and bust some myths about the Gender Pay Gap Reporting.
Spring is here. Or is that winter? All over the country, people are facing difficulty travelling on account of snow and ice and, here on Merseyside, things are no different.
In fact, this is quickly turning into that time of year when I receive multiple text messages from friends, some more jokey than others, asking if there is a minimum temperature at which they are required to work because their workplace is so cold or, as my favourite text states: ‘so cold as to give a polar bear frostbite!‘
Now, poorly polar bears aside, there isn’t a set temperature at which staff can suddenly declare it to be too cold and go home without recourse. Even if there was, those staff would be highly unlikely to be paid during their absence from office.
Instead, businesses rely on guidance from the Health and Safety Executive (HSE). The HSE recommeds that office-based workers be exposed to temperatures no lower than 16C and any workers whose work requires ‘physical effort’ (i.e. being on your feet and moving arond) are not exposed to temperatures below 13C.
However, be very aware of that word above: ‘guidance‘.
The Bribery Act 2010 was passed just over a year ago, on 8 April 2010, as one of the final pieces of legislation enacted by the last Labour government. The incoming Coalition government originally intended to bring the Act into force on 1 October 2010 but postponed this until April 2011 and then postponed it again…