Forbes Solicitors
March 2017  Employment eNews

High Heels and Work Petition: The Legal Position


Gender Pay: New Regulations


Pimlico Plumbers Plunge into Defeat

High Heels and Work Petition: The Legal Position

Recently women have spoken out about their employers putting pressure on them to wear high heels, more make up or revealing outfits to “fulfil” their roles at work. The Equality Act 2010 (“the EA 2010”) prohibits discrimination, harassment and victimisation in employment, however currently employers are not generally required by law to have an equal opportunities policy or dress code policy.

A High Heels at Work petition was triggered by a Nicola Thorp who was sent home from work without pay for refusing to wear them. The government concluded that this imposed requirement was unlawful yet remained widespread.  These perceived sexist instructions have been issued to female employees only and consequently two Commons’ committees have called for a review of the current equality legislation.


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Gender Pay: New Regulations

The long awaited final version of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 (the “Regulations”) has now been published, however it does not come into force until 6 April 2017.

The purpose behind the Regulations are to set out how employers should calculate and report on the gender pay gap within their organisation. Organisations within the private sector who have 250 or more employees must publish the mean and median hourly pay gap between men and women. Employers must further disclose the annual gap in relation to bonuses and publish the percentage of male and female employees who were in receipt of any bonus each year. Finally they must calculate and publish the proportion of men and women working at each quartile of the organisation’s pay distribution.


Pimlico Plumbers Plunge into Defeat

Pimlico Plumbers’ latest attempt to establish that their workforce is self-employed has failed.

The London-based firm Pimlico Plumbers provides domestic maintenance requirements for both individual homes and businesses. Charlie Mullins, the founder, employs a workforce of over 270 skilled tradesmen which includes Gary Smith, one of the firm’s plumbers for the past six years.

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      Developments for Employment Law 2017

      2017 has already seen changes in the ever changing world of Employment Law. This year these include -  

      1. Childcare Vouchers
      2. Apprenticeship Levy
      3. Gender Pay Gap
      4. Employment Tribunal fees

      Read more

      Gender Pay Gap Reporting and the 'Gig Economy'

      25th April 2017, Forbes' Preston Office, Ribchester House, Lancaster Road, Preston, PR1 2QL.

      The Forbes Employment Team provides expert insight into two of the most recent issues arising in employment law: Gender Pay Gap Reporting and the 'Gig Economy'.

      We will cover:

      • The gender pay gap reporting requirements for both the private and public sector
      • What to calculate and how
      • Employment Status
      • Recent cases involving the 'Gig Economy' including Uber and Pimlico Plumbers

      The team will discuss developments in the law and how this impacts organisations, as well as providing practical advice on compliance.

      The seminar which includes breakfast will start with registration at 8am, for an 8.30am start, will finish at 10am and is free to attend.

      Click here to book your place.


      Lancashire HR Employers' Forum

      30th March 2017, Samlesbury Hotel, Preston New Road, Samlesbury, PR5 0UL.

      The aim of these forums is to keep you up to date with changes and developments in Employment Law along with bringing you key speakers who can inspire you and your business.

      Guest speakers at this event will include:

      • Lisa Ellis, ACAS
      • Alyson Fadil, People Director, Sofology 
      • Ruth Rule-Mullen,  Forbes Solicitors 
      • Tracy Heyes - Lancashire Skills and Employment Hub 
        Joanne Pickering,  Forbes Solicitors 

      For a full programme and to book a place please click here.


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      The content of this e-alert is merely informative and should not be relied upon as a substitute for legal advice