The Chartered Institute of Payroll Professionals ……………………………………………………………Policy News Journal
Those in a senior position in companies should provide good examples of flexible working to demonstrate how it benefits the employee, productivity and the company as a whole. This would help to counteract the feeling that those who regularly carry out flexible working were seen as ‘second-class workers’; less ambitious, less capable, and less hungry for a successful career.
All employers should equally support their staff’s requests for childcare where possible, while mothers and fathers themselves should more strongly consider how to split their responsibilities.
Companies should consider shorter hours, coupled with the employee being able to create their own flexible working day, as it could lead to better output which is ultimately what all employees should be judged on during review periods. A keen emphasis on a strong work-life balance should be led by senior management, and involve both genders to enable greater equality.
Read the full recommendations made in the white paper .
Back to Contents
Submitting gender pay gap data – volunteers needed to test prototypes 23 November 2016
From April 2017, the Government Equalities Office (GEO) will be requiring organisations employing over 250 people to report gender pay gap data.
GEO are providing HR and payroll professionals with the opportunity to test prototypes of the systems they will have to use to submit that data to the government. Participating will give you the opportunity to let government know whether the prototypes work for you, what could be done better and what support and guidance you would need in order to comply with incoming regulations requiring gender pay gap reporting. If you would be interested in participating in an hour-long session in London on a date from 29 November – 9 December , please email GEO consultants Kathryn Evans and Priya Srikantharajah at kathryn.evans@cadencepartnership.com and priya.srikantharajah@cadencepartnership.com for further information.
Back to Contents
Gender Pay Gap draft regulations published 9 December 2016
The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 have been laid before parliament for approval before coming into force on 6 April 2017.
The regulations will bring into force the mandatory gender pay gap reporting requirements for private and voluntary sectors with over 250 employees.
In particular, employers will be required to publish the difference between the average hourly rate of pay paid to male and female employees; the difference between the average bonus paid to male and female employees; the proportions of male and of female employees who receive bonuses; and the relative proportions of male and female employees in each quartile pay band of the workforce.
Government will be working with employers to prepare for April 2017 and providing guidance to support them.
The regulations for public sector employers will be published in due course.
Back to Contents
cipp.org.uk
Page 116
of 588
Made with FlippingBook - Online magazine maker