The result of this is that the refusal of a request for flexible working from a disabled employee may constitute a failure to make reasonable adjustments for that employee. The employee would be able to make a claim under the Equality Act 2010 for disability discrimination. It is therefore necessary for you to ascertain at the start of the process whether the request is being made in relation to the duty to make reasonable adjustments under the Equality Act. In general terms, one or more of the following specified grounds for refusal must apply for the request to be legally refused: burden of additional costs; damaging effect on the ability to meet customer demand; inability to reorganise work among existing staff; inability to recruit additional staff; detrimental impact on quality; damaging impact on performance; insufficiency of work during the periods the employee proposes to work; and planned structural changes.
The grounds are therefore broad but it is important to consider the request properly because the employee is able to make a claim to tribunal that the request was refused and none of the specified grounds apply.
ONS Annual Survey of Hours and Earnings 2015 Provisional Results 19 November 2015
The Office for National Statistics has released the provisional results of the Annual Survey of Hours and Earnings for 2015.
Wage growth The provisional results reflect that in April 2015 median gross weekly earnings for full-time employees were £528 which was 1.8% higher than those returned in April 2014 of £518. This follows from an annual growth of 0.2% between 2013 and 2014. Growth has been slower since the economic downturn, averaging around 1.5% per year between 2009 and 2015 and adjusted for inflation, weekly earnings increased by 1.9% compared to 2014. This is the first increase since 2008, and is due to a combination of growth in average earnings and a low level of inflation. The gender pay gap The gender pay gap for median earnings of full-time employees decreased to 9.4%, from 9.6% in 2014 which is the lowest since this survey began in 1997.It should be noted though the gap has changed relatively little over the last 4 years and whilst a similar trend is seen when full-time and part-time employees are combined, the gap is unchanged from 2014 at 19.2%. The bottom 10 percent v the top 10 percent In April 2015 the bottom 10% of full-time employees earned less than £297 per week. At the other end of the distribution, the top 10% of full-time employees earned more than £1,035. Since 1997, earnings at the 90th percentile have remained consistently at around 3.5 times earnings at the 10th percentile. Private Sector v Public Sector Median gross weekly earnings for full-time employees increased by 1.8% in the public sector and by 1.6% in the private sector. Private sector earnings have remained consistently at around 85% of public sector earnings since 2009. Full details Annual Survey of Hours and Earnings, 2015 Provisional Results can be found at the website of the Office for National Statistics .
Payroll mistakes cost FTSE100 businesses up to £30m 25 November 2015
According to research from PricewaterCooperhouse (PwC) payroll errors cost the average FTSE 100 company between £10m and £30m per year.
This statistic forms part of the findings of PwC’s report ‘ Making payroll pay: Managing risk and compliance in an unprecedented era of change ’.
With employment taxes now globally the largest source of government income, contributing on average 38% of the global total tax take and 43% of government revenues in the UK, payroll is coming under scrutiny as never before.
Tracking individuals to determine taxability on a country-by-country basis is already one of the hardest challenges that organisations face in order to be fully compliant with current rules, PwC says.
CIPP Policy News Journal
25/04/2016, Page 113 of 453
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