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Global employment briefing: United Kingdom, January 2018

  • United Kingdom
  • Employment law


Brexit and citizens’ rights: December 2017 announcements

At the end of phase I of the Brexit negotiations, the EU Commission announced on 8th December 2017 that sufficient progress has been made regarding negotiations in respect of citizens’ rights in order for trade discussions to commence.

Immigration law has been a distinct area of difference between the British Government and the European Commission in negotiations regarding Brexit. The Government intends that, from March 2021, domestic immigration law will apply to applications made by citizens of EEA countries to live and work in the UK, whilst the Commission has sought these rights to continue to be subject to European Union law and jurisdiction. A compromise between these positions seems to have been reached. For further information, read our briefing.

Gender pay gap reporting: pressure mounts on employers

Gender pay gap reporting is in force in Great Britain, requiring larger private and voluntary sector employers and public sector bodies in England to publish pay differences between male and female workers (read our FAQs). Employers have until April before they must report. Media interest is already high as employers publish their data.

The Government Equalities Office (GEO) has said recently that it plans to publish, in early 2018, the names of employers who have not yet reported their pay data on the government’s gender pay reporting website: Although there does not appear to have been an official announcement of the plans, the GEO revealed its intentions in emails sent to employers who have registered on the website. Read more in our briefing.

What’s on the horizon for employment law in 2018?

We have highlighted 12 employment law cases of interest to HR practitioners and in-house employment counsel in 2018 in our briefing here. We have also set out some broader employment law developments to watch this year in our agenda, including:

  • significant data protection changes
  • extension of workers’ rights (and pay entitlement)
  • increased tax liability for some termination payments
  • greater incidence of sexual harassment allegations