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Directors’ remuneration—quoted and unquoted traded companies This Practice Note outlines the regulatory framework for remuneration of directors of quoted and unquoted traded companies against the current backdrop of increased shareholder activism and media attention on executive pay packages. It summarises the statutory directors' remuneration reporting regime for quoted companies and unquoted traded companies and notes relevant provisions of the Companies Act 2006 (CA 2006), the UK Listing Rules, the UK Corporate Governance Code (UKCG Code) of the Financial Reporting Council (FRC) and best practice guidelines relating to executive remuneration. Directors’ remuneration—law, regulation and best practice Legislation The CA 2006 and the Large and Medium-sized Companies and Groups (Accounts and Reports) Regulations 2008, SI 2008/410 (2008 Regulations) impose requirements on the directors of a quoted company and unquoted traded company to disclose prescribed details of directors' remuneration in a remuneration report to be prepared annually. CA 2006 defines a quoted company as a UK company whose equity share capital: • has been included in the Official...
New and updated content 2025—Practice Compliance This Practice Note tells you, on a month-by-month basis, whether we have made substantive amendments to existing content or published new content in Practice Compliance in 2025. This content may have been added or amended to reflect regulatory changes or as part of our ongoing content development. June 2025 New or updated? Content Comments New Practice Note: Data (Use and Access) Act 2025—compliance implications Content development New Practice Note: Generational differences in the workplace—a legal sector perspective Content development New Practice Note: Writing a business case Content development Updated Practice Note: How to manage fraud risk Added minor points from the revised Law Society guide, Economic Crime and Corporate Transparency Act, published on 25 June 2025 around reviewing governance arrangements and the importance of prevention procedures. Updated Practice Note: OFSI General Licence tracker Updated to reflect the amendment to GL INT/2025/5635700 (Russian Oil Exempt Projects). Updated Practice Note: Sanctions—reporting obligations Updated to reflect new OFSI guidance on making confidential reports and to reflect...
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Legal due diligence questionnaire—asset purchase—employment Definitions In this questionnaire, the following words and phrases have the meaning set out opposite them. [CA 2006 • the Companies Act 2006;] [Business • the business of [insert description of the business] operated by the Seller and all other activities including those ancillary or incidental to or in connection with such business as carried on by the Seller;] Buyer • [insert name of buyer] Limited incorporated in England and Wales under number [insert company number]; Employee • any person employed or engaged to work in, or assigned to, the Business[, including any based overseas]; EqA 2010 • means the Equality Act 2010; ERA 1996 • the Employment Rights Act 1996; Group • the Seller and each of the Subsidiaries (including [insert names of companies that may not fall under definition of subsidiary from CA 2006]) and Group Company means any of them; pseudonymised • where information is processed in such a way that names or other identifiers that can be easily...
Diversity & inclusion (D&I) manager—law firms—role profile Key information Name of firm Name of role holder Reports to Role type[full-time/part-time/contractor] If a contractor role, length of contract Primary location Remote/hybrid/office-based? Date role commenced Length of probation period End of probation review date Role summary • To plan and implement the firm’s diversity and inclusion (D&I) strategy and policy. • To ensure compliance with all regulatory and legislative D&I requirements. • To maximise engagement of all employees in D&I. • To build strong working relationships with all departmental managers. • [[Insert any additional role requirements specific to your firm].] Key responsibilities • Working with the management team to build a diverse workplace with an inclusive culture. • Creating and implementing a D&I strategy, policy and processes. • Setting D&I priorities in alignment with the firm’s strategy and business development plans. • Monitoring D&I key performance indicators to enable tracking and progress of D&I within the firm. •...
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How do I determine whether a school or educational establishment in Wales is ‘private’ or ‘public’ for the purposes of the gender pay gap reporting regulations? The Q&A: Which schools and educational establishments are ‘private’ and which are ‘public’ for the purposes of the gender pay gap reporting regulations? addresses the position under: • the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, SI 2017/172, and • the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, SI 2017/353 See also Practice Note: Gender pay gap reporting. The Equality Act 2010 (EqA 2010) (under which these two sets of Regulations are made) forms part of the law of England and Wales. As set out in this Q&A, EqA 2010 (Gender Pay Gap Information) Regulations 2017, SI 2017/172 (often referred to as the ‘Private and Voluntary Sector’ Regulations): • apply to an employer who has 250 or more employees on the relevant snapshot date (the first of which being 5 April 2017), but • do not apply to...
What are the key points private and voluntary sector employers need to know about mandatory gender pay gap reporting? The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, SI 2017/172 ('the regulations') come into force on 6 April 2017. Acas and the Government Equalities Office published draft non-statutory guidance on managing gender pay gap reporting in the private and voluntary sectors to assist employers comply with the regulations. This Q&A addresses the key questions employers need answered about the new requirement as set out in the regulations. For our full coverage of the gender pay gap and the forthcoming reporting requirement, see our Practice Notes: • Gender pay gap reporting (which also includes details of the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, SI 2017/353, which will apply to most public sector employers, and are not covered in this Q&A), and • Understanding and improving gender and other pay gaps Meaning of 'gender pay gap' The gender pay gap is a measure of...
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Ireland—Employment analysis: This article, was written by A&L Goodbody’s Employment Team. It’s been impossible to escape reporting of the introduction by the new United States Government administration of a series of Executive Orders aimed at scaling back diversity, equity and inclusion initiatives in the federal government and private sector.
The government has launched a review of parental leave and pay rights on 1 July 2025, the first stage of which is a call for evidence that will close on 26 August 2025.
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