17 March 2021
Law at Work - 2021 – 6 of 6 Insights
The government has now updated its website to confirm a delay to the enforcement of gender pay gap reporting. Employers now have until 5 October 2021 to report their gender pay gap information for the 2020/2021 reporting year (which uses a snapshot date of 31 March 2020 and 6 April 2020). No enforcement action will be taken if they report by then. Separately the EHRC has published guidance on including furloughed employees in gender pay gap reporting.
The Employment Rights (Increase of Limits) Order 2021 has been laid before Parliament and comes into force on 6 April 2021. In relation to effective dates of termination on or after 6 April 2021:
Key points from the Chancellor's Budget delivered on 3 March 2021:
Rishi Sunak's March 2021 budget unveiled “reforms to the immigration system [to] help ambitious UK businesses attract the brightest and best international talent”. Sound familiar? This language has been used repeatedly in recent years. Whilst as is always the case with immigration changes, we need to wait for specific details of the changes which will not take effect until Spring 2022, we can expect amongst other things:
We will share more information with you when it has been published in due course.
The Pension Schemes Bill, which we referred to in the January edition of Law at Work, has finally received royal assent. As highlighted in that article, The Pension Schemes Act 2021 (as the Bill is now known) ('the Act') contains provisions that mainly relate to occupational pension schemes, especially those which provide defined benefits, but it may also impact employers in a number of ways, as highlighted in our January article. Though most of the Act is not yet in force, we have some indication of when some of the key areas will become effective. For example, the new criminal provisions which will apply to certain actions taken in relation to defined benefits schemes are expected to come into force by autumn 2021, and on that subject we are also waiting for further guidance from the Pensions Regulator about how it intends to enforce that regime Notwithstanding that timescale, companies that operate defined benefits pension schemes should still familiarise themselves with these and indeed the other relevant provisions in the Act to consider how they may affect those schemes and their business. We will issue more detailed updates, where relevant, when further information becomes available but if you have any questions on this or the Act generally in the meantime, please do not hesitate to contact a member of our pensions team.
The EC has published a draft adequacy decision for the transfer of personal data to the UK which will effectively allow personal data to be transferred from the EU and EEA countries to the UK without the need for additional protections.
What does this mean for employers?