At first sight, the case of Webb v London Underground is a typical first instance unfair dismissal and race discrimination case. What is more interesting from an employment and privacy perspective is the employment tribunal’s findings in relation to Ms. Webb’s private Facebook posts.
The European Parliament adopted a proposal on 2 February seeking potentially far-reaching changes to the current European Works Council (EWC) Directive. These include strengthening the information and consultation rights of EWCs and improving enforcement by introducing GDPR-level fines for non-compliance and a risk of injunctions for failure to inform and consult.
Equal pay for men and women has been enshrined in UK law since 1970. Since then, and particularly since the turn of the century, equal pay claims have tended to take the form of mass claims in the public and retail sectors. In recent years, however, there has been renewed focus on individual equal pay claims. We expect that the Financial Conduct Authority will step up its scrutiny of equal pay and remuneration policies.
The Employment Appeal Tribunal has given some helpful guidance on what constitutes a valid job evaluation scheme for the purposes of bringing an equal pay claim under the Equality Act 2010.
A number of reports have cited the disproportionately negative effect of the COVID-19 pandemic on the employment and earnings of women. There is a risk that the effects of the pandemic could further entrench preexisting inequalities, and that the economic impact of the pandemic on businesses could push pay equality down the agenda. Instead, we see the return to “normality” as the perfect opportunity to take stock and identify where inequality can be tackled.