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What to expect in employment law in 2017

Posted on 11th January 2017
Briefing note

2017 continues to look relatively quiet for new legislation.

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Julie Temple Julie
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Brexit and what it means for employment very unlikely to be resolved in 2017

Gender Pay Gap

The major development, if not delayed further, is the obligation on organisations employing 250 or more employees to provide gender pay gap information.  This is expected to be implemented on 6 April 2017. 

Once the regulations have received Parliamentary approval we will publish a guide via hrlegalnews.

Apprenticeship Levy

The Apprenticeship Levy is expected to be implemented sometime during April 2017, requiring businesses with a certain total payroll (expected to be £3 million) to pay a levy and provide information to HMRC. More details will feature in a further hrlegalnews.


Brexit and what it means for employment law (among many other things) will be high on the agenda.  This is very unlikely to be resolved in 2017. 

Julie Temple has been invited to speak on ‘Employment Law Post Brexit’ at a forthcoming event at DP World’s London Gateway hosted by CIPD’s South East Essex Group. Julie will be speaking alongside the HR Director of Eusa Pharmaceuticals and other notable speakers.  We will let you know more when the event details have been finalised.

Gig Economy

In December 2016, the Work and Pensions Committee launched an inquiry into the gig economy.  The deadline for submissions is 16 January 2017 and follows the Business, Energy and Industrial Strategy Committee’s inquiry launched in October 2016.  The so-called gig economy is likely to stay in the limelight following the recent Uber decision and the cycle courier decision (which we will be reporting on shortly).

Case Law

Case law developments will continue, with some keenly awaited decisions expected in 2017.  The case of Chesterton Global Ltd and another v Nurmohamed will be the Court of Appeal’s chance to wade in on when a disclosure is in the ‘public interest’.

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