Pay transparency: Pair comparison instead of median value
Entgelttransparenz: Paarvergleich statt Medianwert
Das Bundesarbeitsgericht (BAG) hat die Rechtsprechung zur Entgeltgleichheit weiterentwickelt und eine Vermutung für eine Entgeltdiskriminierung auch dann bejaht, wenn sich diese aus einem Vergleich mit nur einem einzigen konkreten Kollegen ergibt. Eine überwiegende Wahrscheinlichkeit für das Vorliegen einer Diskriminierung sei als Indiz nicht erforderlich. Die Entscheidung wird die Anforderungen an Arbeitgeber in gerichtlichen Verfahren wegen
What’s Next for equal pay law?
An analysis of the landmark victory for female retail consultants against British retailer Next plc
Introduction
More than 3,500 current and former female retail consultants have won a six-year legal battle for equal pay against British retailer Next plc (Next). In a significant judgment, Leeds Employment Tribunal ruled that Next had failed to
Ethnicity pay gap reporting in the UK
As reported in an earlier post, the UK Government introduced mandatory gender pay gap reporting in 2017.
An independent review conducted in 2017, Race in the workplace, made a number of recommendations for removing the barriers to workplace progression faced by ethnic minorities including the introduction of mandatory reporting of ethnicity pay data. At
Bericht zur Gleichstellung und Entgeltgleichheit erstmals in 2018 aufzustellen!
Die Umsetzung guter Vorsätze: Erstmaliger Entgeltbericht nach dem Entgelttransparenzgesetz
Ganz oben auf der To-Do-Liste für 2018 steht – neben den Vorsätzen für das neue Jahr – für viele Unternehmen die erstmalige Aufstellung des Berichts zur Gleichstellung und Entgeltgleichheit nach dem Entgelttransparenzgesetz. Der Bericht ist im Jahr 2018 erstmals zu erstellen – Berichtszeitraum ist dabei das
What rights and protections are there for part-time workers in the UK?
In the UK, before June 2000 there was no express protection for part-time workers against less favourable treatment when compared with those who work full time. Their only options for legal redress were by way of an equal pay or sex discrimination claim. In 2000 the Part-time Workers (Prevention of Less Favourable Treatment) Regulations (the
Fair P(l)ay in Germany? – What measures are in place (or proposed) to address gender pay inequality in the workplace
This post was also contributed by Ebru Tirel, Trainee, Norton Rose Fulbright LLP (Munich).
In Germany, “Equal Pay Day” is widely observed. It marks the day from which women are deemed to start to earn wages in that calendar year, where men have started to earn wages since January 1st. This year, Equal Pay Day
What protection do employees have against discrimination on grounds of gender in France?
Discrimination based on an employee’s gender is a sensitive topic in France as, in spite of the numerous laws voted with the intention of tackling this issue, the national institute of statistics and information about economy recently disclosed that the global gap in average remuneration between men and women was still approximately 19% in 2013,
What protection do employees have from discrimination on grounds of gender in the UK?
Although discrimination on grounds of gender – or sex – regarding pay and other contractual terms of employment was first made unlawful in Great Britain in 1970 under the Equal Pay Act, sex discrimination in respect of all aspects of the employment relationship was first made unlawful in 1975. The current law on sex discrimination
Equal job, equal pay (and equal pay increase)
The legal context
Remuneration is a fairly sensitive matter in France. Although the determination of the level of remuneration of employees is not strictly regulated (only minimum levels of remuneration are provided by the law and by the relevant collective bargaining agreement), the freedom of employers is limited by the “equal job, equal pay” principle