Employment rights for so called gig workers has been a very topical issue. The Taylor Good Work Report made a number of recommendations in this regard (see link below). The Report investigated the impact modern working practices have and found that while the strength of the UK economy is built on flexibility, clearer focus was needed on the quality of work (and not just quantity).
The Office for National Statistics has analysed the gender pay gap to seek to understand the factors surrounding the difference in pay as between men and women. The study concludes that the gap for full-time workers is entirely in favour of men in every occupation.
Regulations made under The Equality Act 2010 requires employers with 250 or more “employees” to publish information relating to pay in order to highlight any differences that exist in the pay received by men and women.
In terms of the Equality Act 2010, it is unlawful direct discrimination where, because of a protected characteristic, a person (A) treats another person (B) less favourably than A treats or would treat others. By definition B does not need to have the protected characteristic since it is unlawful where A treats B less favourably “because of” the characteristic. It is therefore sufficiently wide to cover a case where A treats B less favourably because of a perception that B has the characteristic. A recent case considered how this applies to a Claimant whose employer may perceive to be disabled (even if she was not).