ESG and sustainability: employment issues

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This Overview provides a summary of the content in the subtopic, ESG and sustainability: employment issues. Environmental, social and governance (ESG) considerations, along with sustainability, are broad concepts and in the business context generally include the impact an entity is having on the environment and society. This content aims to help practitioners advising businesses by providing an overview of the many pervasive ESG issues in the employment context and also signposts other relevant materials. The Overview considers terminology such as ‘corporate responsibility’ (CR) and ‘corporate social responsibility’ (CSR), as well as considering a wide variety of established areas of employment law and practice that can be relevant in this context, such as gender and other pay gaps, diversity and inclusion, human rights, modern slavery and human trafficking, corporate governance, health and wellbeing, data protection and pay. It also sets out details of the various employment-related sustainability clauses produced by The Chancery Lane Project (TCLP), which are reproduced with permission.

Understanding the terminology

The terminology used in this area is extensive. Terms such as ‘sustainable business’, ‘responsible business’, ‘corporate responsibility’ (CR) or ‘corporate social responsibility’

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Latest Employment News

Government publishes report on how to improve gender pay equality in the workplace

The Office for Equality and Opportunity and Women and Equalities Unit have published a report by the Behavioural Insights Team into evidence-based actions for employers to reduce the gender pay gap and improve gender equality in the workplace. This replaces the last report, published in 2021. The statutory guidance for employers on gender pay gap reporting has been updated to refer to the updated report.

EHRC publishes report of socio-economic duty in Scotland and Wales

The Equality and Human Rights Commission (EHRC) have published a report evaluating how the socio-economic duty is used in Wales and Scotland in anticipation of the duty being implemented in England. The socio-economic duty, which is set out in section 1 of the Equality Act 2010, requires decision-makers to have ‘due regard’ to the desirability of reducing inequality resulting from socio-economic disadvantage. Although this duty has been implemented in Scotland and Wales, it is yet to be enacted in England.

Employment weekly highlights—7 August 2025

This edition of Employment weekly highlights includes (1) the latest remit for the Low Pay commission’s minimum wage recommendations from April 2026, (2) a judicial review challenge to the changes to the Equality and Human Rights Commission guidance following the Supreme Court decision in For Women Scotland, (3) an EAT decision on whether government departments can cause, instruct, induce or knowingly help discrimination by an employer through issuing guidance, (4) an EAT decision on when a Service Complaint is valid for the purposes of bringing a tribunal claim, (5) a partial victory for Tesco over the Tribunal’s use of comparators in its the long-running equal pay litigation, (6) an EAT case on when questions over fair trials and strike-out may be ‘intertwined’, (7) a new Precedent basic contract for zero hours employees, (8) dates for your diary, and (9) other news items of interest to employment practitioners.

Legislation Day: Draft Finance Bill 2026—tackling non-compliance in the umbrella company market

Tax analysis: On Legislation Day 2025, draft Finance Bill 2026 legislation was published that, if enacted, would make agencies and end clients jointly and severally liable for Pay As You Earn (PAYE) and National Insurance Contributions (NICs) failings by umbrella companies. John Chaplin, partner at BDO, considers these new provisions.

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