The following Share Incentives practice note Produced in partnership with Sam Whitaker of Shearman & Sterling provides comprehensive and up to date legal information covering:
Coronavirus (COVID-19): On 24 March 2020, the Government Equalities Office and Equality and Human Rights Commission announced that, due to the Covid-19 crisis, enforcement of the gender pay gap reporting deadlines would be suspended for the 2019/2020 reporting year. That decision means that there will no expectation on employers to report their gender pay gap date for that reporting year.
On 6 April 2017, the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 (the Regulations), SI 2017/172 came into force. Under the Regulations, SI 2017/172, large voluntary and private sector employers (ie those employing 250 or more employees as at 5 April of each year) are required to make certain public disclosures on their gender pay gap figures for relevant employees. This Practice Note looks at how remuneration and rewards which are received by employees through various types of employee share plans are treated for the purposes of gender pay gap reporting and, in particular, how such share plans are treated in assessing bonus pay and the gender bonus gap.
The Regulations, SI 2017/172 apply to all relevant employers. Relevant employers are private and voluntary sector employers with 250 or more employees as at 5 April each year (a report in August 2018 by the House of Commons Business, Energy and Industrial Strategy Committee, called on the government to widen the net of
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This Practice Note provides guidance on the interpretation and application of the relevant provisions of the CPR. Depending on the court in which your matter is proceeding, you may also need to be mindful of additional provisions—see further below.You should also consider if the proceedings will be
BREXIT: As of 31 January 2020, the UK is no longer an EU Member State, but has entered an implementation period during which it continues to be treated by the EU as a Member State for many purposes. As a third country, the UK can no longer participate in the EU’s political institutions, agencies,
There are two kinds of burden:•the legal burden, and•the evidential burdenThe legal burdenA party has the legal (sometimes called ‘the persuasive’) burden where the onus is on that party to prove a fact or issue in a case to the required standard of proof.The legal burden is generally on the
Brexit: The UK's departure from the EU on exit day ie Friday 31 January 2020 has implications for practitioners dealing with provisions in the CPR relevant to cross border matters, including CPR 5.4C (discussed below). For guidance on the impact of Brexit on the CPR, see Cross border
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