It is time to have your say on a number of number of employment law issues.  So if you are one of those people who wants to have their voice heard or you just have an interest in the subject matter you should provide your views on the subject.  There have been numerous consultations opened so follow the links below:

• Tackling intimidation of non-striking workers – The government is seeking views on:
• whether the code of practice on picketing should be extended to cover social media and protests linked to industrial disputes
• whether there are other practices for picketing that should be legally enforceable
• whether there are gaps in the current legal framework that applies to picketing and associated protests
• proposals that aim to improve union transparency and accountability for picketing and associated protests

• Ballot Thresholds in important public services – The government is introducing a new 40% ballot threshold for taking industrial action in important public services. This means industrial action in those areas will need the support of at least 40% of those entitled to vote. This consultation seeks evidence on whom within the fire, health, education, transport, border security, and nuclear decommissioning sectors should be subject to the new threshold.

• Hiring Agency Staff during strike action – This consultation seeks views on the impact of removing Regulation 7 of the Conduct of Employment Agencies and Employment Businesses Regulations 2003 which prohibits employment businesses from providing agency workers to:
  • cover the duties normally performed by an employee of an organisation who is taking part in a strike or other industrial action
  • cover the work of an employee covering the duties of an employee taking part in a strike or other industrial action

• Gender pay gaps – The consultation seeks views on the level of detail of gender pay gap information that should be required. Whether information should be the overall difference between the average earnings of men and women as a %, or whether it should be broken down by full-time and part-time employees, or by grade or job type. It also asks whether employers should be required to provide additional, contextual information, explaining any pay gaps and setting out what remedial action they intend to take.