While the Employment Bill, first promised by the government in 2019, has not materialised, some changes to employment law do now look likely to progress in 2023. The timetable for the introduction of these new measures is not yet clear, but HR professionals should monitor developments and be ready to meet their new obligations, as well as prepare for their regular HR tasks throughout the year.

March 30/April 4: publish your gender pay gap report

Organisations have 12 months to publish their gender pay gap figures from the relevant snapshot date (31 March for the public sector and 5 April for the private and voluntary sectors).

This means that the next gender pay gap reporting deadline is 30 March 2023 for public-sector employers and 4 April 2023 for private-sector and voluntary-sector employers. Organisations must publish reports on their website and on the gender pay gap reporting portal on the GOV.UK website.

XpertHR’s legal timetable provides summaries of pending employment laws and regulations, with implementation dates.

Employers can choose to provide a narrative around any gender pay gap, including providing an explanation for their pay gap and setting out what steps they are taking to reduce the gap.

April 1: comply with national minimum wage increases

The rates for the national minimum wage will increase on 1 April 2023. The hourly rate of the minimum wage will increase from:

• 9.50 to 10.42 for workers aged 23 and over (the national living wage);
• 9.18 to 10.18 for...

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