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Barnett Waddingham’s Melissa Blissett and Jane van Zyl, of Working Families, offer their insight into how the Employment Rights Bill will affect flexible working and the gender pay gap.

How is leadership reward evolving to recognise long-term impact, strategic influence and the broader contributions of today’s senior leaders.

By making employers more accountable, the new legislation aims to accelerate the pace at which the pay gaps close.

With the EU Pay Transparency Directive deadline only six months away, employers need to take a forensic look at the compliance risks they may be exposed to.

Steps taken today could embed pay transparency in organisations in the next couple of years fundamentally changing how employees, candidates and society itself perceive the world of work. 

Around the world, pay transparency is moving from a nice-to-have principle to an unavoidable business reality.

Closing pension gaps created by gender, ethnicity and disability requires co-operation from the government, individuals, employers as well as pension schemes. 

Having access to compensation and pay data is useless without the tools or skills to interpret the numbers strategically.

When it comes to pay decisions, you owe your employees the objective and defensible transparency that comes with good data.

The EU Pay Transparency Directive is creating a seismic shift in the need for greater workplace transparency.

How a more holistic approach to benefits can support, reward and, ultimately, satisfy your employees.