In this month’s instalment, our team highlight key updates to UK Gender Pay Gap Reporting, provide an overview of the increased limits on tribunal awards and the new “Vento Bands”, both coming into effect on 6 April 2023. We also delve into some recent case law developments surrounding termination and without prejudice communications and consider how employers can best deal with incidents involving employees with disabilities.

1. Update to UK Government Guidelines on UK Gender Pay Gap Reporting:

   In late February 2023, the Government Equalities Office (“GE Office”) released a detailed overview of UK employers' gender pay gap reporting obligations and best practices. The guidance was updated to make it clearer and simpler and to remove any unnecessary duplication. There have been no changes to factual content. As a refresher for employers:

   Who should report

   The gender pay gap reporting requirements apply to public authorities and private and voluntary sector UK employers with 250 or more employees.

   When to report

   • Most public authority employers must gather data on the snapshot date, 31 March, and report and publish gender pay gap information by 30 March of the following year.
   • Private and voluntary sector employers (and the remaining public authority employers) must gather data on the snapshot date, 5 April, and report and publish by 4 April of the following year.
   • The GE Office recommends reporting and publishing as close to the time of data collection as possible to address...

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