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This area covers the legal duties on employers to assess and report on differences in pay between employees of different ethnic groups. It includes compiling and publishing ethnicity pay gap data where legally required, reviewing pay structures for potential discrimination, and advising on steps to reduce gaps. A solicitor in this area drafts and revises policies, advises on data collection and retention, handles potential claims, and supports governance and reporting obligations under equality law and the Equality Act 2010.
If a pay gap is identified, the solicitor explains the provisions, structures, and procedures involved in addressing it, including how pay bands, bonuses and progression are evaluated, and what evidence may be needed to support or defend a claim. The role includes ensuring regulatory compliance, handling data protection considerations, and coordinating with HR and senior management.
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