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If you tuned into the BBC this morning, you’ll have heard or watched as some of the corporation’s best-known presenters talked about their own salaries – and the gaping gender disparity between remuneration for male and female stars.

The furore over who earns what at the BBC follows the publication of pay scales for those who are paid more than £150,000 a year.

While the bumper salaries handed to the likes of Chris Evans (up to £2.5m) and Gary Lineker (at least £1.75m) caused a stir, the real controversy has surrounded the pay gap between men and women.

Two-thirds of BBC stars earning more than £150,000 are male, while the top female earner – Claudia Winkleman – was paid between £450,000 and £500,000 last year, a fraction of the salary handed to BBC Radio 2 host Evans.

In fact, the top seven earners in the list of the BBC’s 96 best-paid stars were all male.

There were some awkward revelations for those presenting on television and radio this morning – among those who may have felt a little uncomfortable was Dan Walker, who earns up to £250,000 a year while his BBC Breakfast co-host Louise Minchin is not on the list, and the Today Programme’s John Humphrys, who is paid £600,000 a year while fellow host Mishal Husain earns more than £200,000 and Sarah Montague less than £150,000.

It is the first time the pay of stars earning more than £150,000 has been made public. The BBC has been compelled to reveal the information under the terms of its new Royal Charter.

BBC director general Tony Hall said there was “more to do” on the gender pay gap.

“On gender and diversity, the BBC is more diverse than the broadcasting industry and the civil service,” Lord Hall said.

“We’ve made progress, but we recognise there is more to do and we are pushing further and faster than any other broadcaster.”

Lord Hall pledged to close the gender pay gap by 2020.

Earlier this year, figures revealed that efforts to close the gender pay gap in the UK had stagnated. The statistics showed that women make up only a quarter of the UK’s higher-rate taxpayers.

Meanwhile, there has been little change in the proportion of top female earners – those who are paid between £43,000 and £150,000 – over the last six years, HMRC tax records show.

That is despite initiatives to increase diversity in senior positions, including targets for female board members on FTSE 100 firms and the recently introduced policy forcing companies employing more than 250 staff to publish their pay gap between men and women. The measure means that employers must capture data on 5 April 2017, which must be published by 4 April 2018. Companies must then repeat the process every year.

About half of the UK workforce will be affected by the new reporting rules, which encompass 9,000 employers and more than 15 million employees.

How can Gotelee’s Employment Law Solicitors help you?

Understanding your obligations when it comes to the gender pay gap and equal pay is complex. The danger of ignoring this important issue is only likely to lead to problems being compounded and stored up for the future, and potentially exposing your organisation to greater risk of equal pay and sex discrimination claims.

Employers, more than ever before, need sound and clear employment law advice on how to manage these risks and to implement changes needed to avoid them.

Gotelee’s team of employment law experts, based in IpswichHadleighFelixstoweWoodbridge and Melton, can help you. To find out more about what we can do, contact Andrew West on 01473 298102 or email andrew.west@gotelee.co.uk or Marie Allen on 01473 298133 or email marie.allen@gotelee.co.uk

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Calling all businesses - did you know you can access 30 minutes of consultancy from 13 different business sectors as an ISSBA member?

Last year we launched the ISSBA Assist scheme, which allows any ISSBA member to reach out for support to one of our panel of experts.

Whether you need some pointers on a legal matter or have an SEO issue that needs some clarity, our team of specialists are on hand to support you and your business.

ISSBA Assist is an exclusive membership benefit to our members, which means that as soon as you join - even if you are in the process of creating your business - you can access these valuable resources. There is no obligation to go on and purchase services from the ISSBA Assist specialists, so you really have nothing to lose.

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Many software vendors now allow you to use their software for a monthly subscription, rather than having to pay for it up front. So, is this a better way to buy software or should we still pay the upfront fee and own it forever, or as least as long as it’s useful?

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As a busy line manager, just getting the day job done can be a challenge without the added distraction of team members who just aren’t pulling their weight. Wouldn’t it be great if your team took the initiative and sought to resolve some of these issues themselves?

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Finding, gaining and retaining talent is key for businesses to succeed, particularly in today’s world. We share our top HR advice and insight into why you might be losing yours.

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Three years ago Carole Burman set up MAD-HR to bring affordable HR support and advice to businesses of all shapes and sizes in East Anglia and beyond.

Now with the sensational Charlotte Bate by her side, MAD-HR has grown to offer a range of training and coaching – on and offline, as well as the strategic HR planning for business growth and change that Carole has established since day one.

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In 2015, Nicola Thorp, an administrator temp was sent home from a job. Not because of her ability to perform her tasks but because of her refusal to wear 2 – 4 inch heels. Her response was to campaign for legislation to be tightened in relation to “sexist” dress codes: a campaign which gained considerable public support and a petition with 152,400 signatures.

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“Yeah right” ….. That’s what you thought wasn’t it? “What crisis? I have a good pension!”

Do you? How sure are you?

We only have to look at the recent plight of BHS employees in the UK to know disaster could be waiting for us around the corner.

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Unpopular proposals to hike the fees paid by bereaved families have been put on hold until after the General Election.

The Government had planned to sharply increase probate costs next month to raise around £300 million a year towards running the courts and tribunal service. However, following Prime Minister Theresea May’s decision to call a snap election, the Ministry of Justice has announced there is not enough time to push the reforms through Parliament.

The issue will now be a matter for the next Government. The delay will come as a welcome reprieve to many, with the so-called changes dubbed a ‘stealth death tax’ by critics.

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You will know when you have a great HR strategy when your HR practices and responsibilities are aligned to the organisation’s goals and mission statement, resulting in growth and achievement of your business plan. 

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Fleximize, the Ipswich-based alternative business lender, will host a comedy night and charity auction for local business owners on Thursday 11th May at Greshams Ipswich. The event has been organised in support of Ipswich Housing Action Group (IHAG), which provides vital assistance to homeless people in the Ipswich area.

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Fleximize, the Ipswich-based business loans company, has announced it has closed a new financing facility of £16,300,000 from Hadrian’s Wall Secured Investments Limited, a specialised investment fund.

 

 

The initial round of funding will allow Fleximize to substantially increase its lending capacity, and propel it towards its goal of lending over £100 million to SMEs by 2019. It will also help the company further develop and diversify its product offering, and continue to deliver its mission of first-class customer service by advancing its proprietary technology platform with the introduction of dedicated areas for brokers and direct clients.

 

 

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Gotelee Solicitors are pleased to announce their new Chief Executive, Charles Rowett.

Charles will succeed Alistair Lang who is retiring at Easter after three years with Gotelee. Charles is no stranger to Suffolk having lived in the Woodbridge area for over twenty years and he held various executive roles locally in Gist-brocades UK and Hutchison Ports as well as in financial services and management consulting. Most recently he has been CEO at Yorkshire Cancer Research, the largest independent cancer charity in England. He commented, “I’m delighted to be coming back to Suffolk and to joining Gotelee at such an exciting time. The firm has an outstanding reputation in the region and there are enormous opportunities to build on the excellent work of Alistair and the Partners in a market that is changing rapidly.”

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Employers can ban workers from wearing Islamic headscarves or any other “political, philosophical or religious sign”, Europe’s top court has ruled.

But to ensure the decision doesn’t constitute discrimination, it must be based on internal company rules requiring all employees to “dress neutrally”, according to the European Court of Justice (ECJ).

The court ruled that limits on visible religious wear were permitted under EU law as long as they apply across the board — meaning any ban would have to include items such as turbans, Jewish kippahs or crucifixes as well as Islamic headscarves.

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Last year the UK Government confirm that it will be adopting the European General Data Protection Regulation (GDPR) (Brexit won’t save you!). While complying with the existing data protection regime should give businesses a head start to complying with the GDPR the GDPR introduces new concepts.

It comes into force on 25 May 2018, introduces a risk based approach to compliance and requires various documents to be maintained. GDPR also means that businesses may need to make substantial changes to their existing compliance strategies. Businesses should create awareness among staff of data subjects’ rights and data protection principles and bee able to demonstrate compliance with the GDPR, e.g:

o Audit and document the data held, where it came from and with whom it is shared.

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In this digital age, if you need to know how to change a plug, fix a toilet, braid your child’s hair in a French plait then Youtube is usually your first port of call and there will no doubt be someone there who is more than happy to show you just how to do it. With everything now going online, has the time for face-to-face training passed?

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What’s the first thing people say when they decide to start their own business? Whether they are starting up as a as an electrician, carpenter, hairdresser, independent financial adviser and dare I say it marketing expert, one of the first things they think about is branding – and by branding they mean logo, business cards, website, headed paper etc, etc.

Hold your horses! – or to mix a metaphor, don’t put the cart before the horse! Branding is so much more than just your logo. Branding is about the DNA of your business. It’s about the business culture, not a pretty design.

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Picture the scene .. you’ve spent ages agonising over your next killer product, you’ve built an awe-inspiring landing page and now you’re about to throw it out to the world with some tweets to drive traffic to the landing page and generate leads.

You send out 30 tweets over a couple of weeks, and you drive 10,000 visitors to the landing page.

Amazing job!

So, which tweet drove the most traffic? Where did the most conversions come from? Which message brought the highest proportion of ‘new visitors’ to the page? 

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For businesses, knowing what images and designs are protected by copyright and how to protect their inventions and brands via patents and trademarks can be a minefield. In a recent survey 74% of businesses were unsure who owned the intellectual property rights to their website, logo, artwork and photographs.

 

To help fill this knowledge gap MENTA are holding an interactive seminar titled ‘Intellectual Property, What do You Own?’ in association with the Intellectual Property Office  on Tuesday 14 March at The Tudor Barn Belstead, Ipswich.

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MAD-HR are running a one day workshop aimed at those people who essentially didn’t move out of the way quickly enough when the MD looked for someone to cover HR or perhaps have assumed responsibility for HR, as they know it’s important, and want peace of mind that they are doing what they are supposed to be doing. It is also spot on for those of you who need to expand your team and don't really know where to start. Whatever your reason for needing HR expertise, this course will deliver the bags of knowledge and easy to follow guidance on the fundamentals of employing people robustly and legally. 

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