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In brief

The UK government has begun a consultation on disability workforce reporting. The consultation includes questions on current practice and explores the possibility of voluntary or mandatory reporting practices.


Key takeaways

  • Evidence shows that a more diverse workforce leads to improved financial returns for businesses.  Larger employers must publish a gender pay gap report annually, and voluntary ethnicity pay gap reporting has become more common pending the government’s response to its consultation on making this mandatory. 
  • While the disability employment gap has reduced by 4.8% since 2013, it remains at 28.4%.   Disability workforce reporting is intended to increase transparency and the recruitment, retention and progression of disabled people.   For more information on the government’s National Disability Strategy (of which this consultation is part), please see United Kingdom: Focus on disability – Workplace inclusion and reporting.
  • Responses are welcomed from individuals, from employers and employee and employer representative organisations. The consultation asks how and what information is currently being collected (and, where applicable, published) by employers on disability in the workforce, the impact to business and the behaviours it causes, including the cost of doing so.
  • The government wishes to understand the perceived benefits and risks involved in disability workforce reporting, and whether respondents believe greater transparency will lead to more inclusive practices.  It asks whether disability workforce reporting by employers of 250+ employees should be voluntary or mandatory. 
  • The consultation closes on 25th March 2022.

For advice or to discuss what this means for you and your business, please contact your usual Baker McKenzie contact.

Author

Monica Kurnatowska is a partner in the Firm's London office. She focuses on employment law and has been recognised by Chambers UK as a leading lawyer in her field. Monica is a regular speaker at internal and external seminars and workshops, and has written for a number of external publications on bonus issues, atypical workers, TUPE and outsourcing.

Author

Annabel Mackay is a senior associate in the Baker McKenzie Employment Department with extensive experience of advising employers and employees on a range of complex employment issues. She has been ranked in Legal 500 and Chambers & Partners since 2015. Chambers & Partners 2019 report that clients describe Annabel as: "supremely impressive and technically brilliant while also being commercially astute and incredibly bright."

Author

Rachel Farr is a Knowledge Lawyer in Baker McKenzie's London office.

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