Independent think-tank, the Social Market Foundation (“SMF”), has launched a cross-party parliamentary commission on childcare and its implications for mothers.
Independent think-tank, the Social Market Foundation (“SMF”), has launched a cross-party parliamentary commission on childcare and its implications for mothers.
SMF’s study concluded that a woman who had her first child in 2010/11 will have suffered a cumulative income loss of £66,434 in comparison to a woman with no children whose career has progressed and wages increased during this time. These figures do not take into account the additional spending that parents face.
The data showed that, women who were aged 25-35 in 2009/10 who remained childless would have a wage increase of around 30% over the course of the following decade, whereas women who had a first child in 2010/11 were earning 10% less.
SMF reported that many parents work less often due to the high costs and limited availability of childcare. Over time, this has led to a reduction of earnings, stalled wage growth and limited career progression for new mothers. SMF found in the first three years of having their babies, women on lower wages took a 30% wage cut and women on higher wages took a 20% cut.
To avoid all forms of unlawful discrimination and promote gender equality employers should ensure that their Equal Opportunities Policy covers amongst other areas, requests for flexible working, leave for parents, pay and benefits, and terms and selection for promotions.
Employers should carefully consider flexible working requests, such as flexible start/finish times or work from home. Also, time should be taken when making promotion decisions and a record kept of how these decisions were made to avoid unconscious bias. Employers should consider how metrics are used to determine whether an employee should be promoted to ensure that mothers are not unfairly disadvantaged, e.g. by working part time.
Regardless of the outcome of ballots on industrial action, unless there is drastic change to funding for schools in relation to pay increases, it will be unusual to find any organisational budget that is not impacted by the current economic situation.
Official statistics show that 15,336 claims which included a complaint of age discrimination were received at the Employment Tribunals between March 2020 and March 2021.
The outcome of the Employment Tribunal claim brought by Gulnaz Raja against Starling Bank Limited (1) (Starling), and Matthew Newman (2) was reported last month.
The BMA is advising all NHS / HSCNI consultants to ensure extra-contractual work is paid at the BMA minimum recommended rate and to decline offers of extra-contractual work that doesn't value them appropriately.
In the Autumn Statement delivered on 17 November, rises to the National Living Wage and National Minimum Wage rates were announced, to take effect from 1 April 2023.
The World Cup kicks off in Qatar on Sunday 20 November 2022, with the final taking place on Sunday 18 December 2022. Undoubtedly, this is a huge sporting event, and many employees will be keen to show their support for their favourite teams. However, due to the time difference, start times for the matches are between 10 a.m. and 7 p.m. UK time, which could have an impact on employers if employees who wish to watch the matches are scheduled to work.
Settlement agreements are commonplace in an employment context and are ordinarily used to provide the parties to the agreement with certainty following the conclusion of an employment relationship.
Browne Jacobson’s education team has been named as winner of the ‘Legal Advisors to Education Institutions’ category at the Education Investor Awards 2022 for a record sixth time.
Over 3000 young people from across the UK and Ireland took part in a virtual legal careers insight event, aimed at making the legal profession more diverse.
Where an employee appeals against their dismissal under a contractual appeal procedure and their appeal is successful, reinstatement to their previous role is automatic and does not require approval or agreement from the employee.
The risk of assault against staff is, sadly, something that all schools need to consider carefully. Here one legal expert explains what they can do to protect staff and ensure they fulfil their duty of care.
Settlement agreements in an employment context are ordinarily used to provide both parties with certainty following the conclusion of an employment relationship – but what happens when there is alleged discrimination after entering into a settlement agreement?
A few weeks ago we brought you news that following the Government’s mini-budget it was confirmed that the off-payroll working rules (known as “IR35”) put in place for public and private sector businesses from 2017 and 2021 would be scrapped from April 2023.
In Mogane v Bradford Teaching Hospitals NHS Foundation Trust the Employment Appeal Tribunal (EAT) considered whether it was fair to dismiss a nurse as redundant on the basis that that her fixed-term contract was due to expire before that of her colleague.
The majority of people do not feel the need to embellish their CV to get that coveted position and move on up the career ladder. Their worthiness and benefit to the hiring organisation are easily demonstrated through the recruitment process – application, psychometric testing, selection day or interview.
In this article we set out some of the support that's available to schools in a bid to reduce the overhead that complaints management generates.
