On January 1, 2018, Iceland’s amended Equal Pay Standard took effect, the latest in a serious of measures seeking to address the persistence of national gender wage gaps. The law requires employers with 25 or more employees to obtain a government certification every three years verifying a company’s compliance with equal pay requirements. Failure to attain certification exposes employers to liability of up to nearly $500 in penalties per day. Employers with an observed pay differential can comply by raising the salaries of employees to eliminate the differential. READ MORE
Mandy specialises in all aspects of contentious and non-contentious employment law and advises clients across diverse sectors with particular emphasis on corporate and technology clients.
Mandy advises on the strategy and handling of redundancies, wrongful and unfair dismissals, TUPE, cross-border disputes, financial services remuneration issues, data protection and a full spectrum of employment-related legal issues.
Legal 500 describe Mandy as "a joy to work with, very experienced and knowledgeable". She is an accomplished speaker and regularly provides client training on legal updates, diversity matters and presents on all aspects of the employment relationship.
Some of Mandy's most notable recent engagements including the following:
- Obtained various disclosure orders and a springboard injunction for a client against a former employee and a third party company, preventing them from dealing with each other or with the client’s products for 3 years.
- Advised and represented a leading European bank, in relation to the defence and favourable tribunal outcome of an unfair dismissal and race, age and sex discrimination claim.
- Advised a European bank in relation to employee aspects of an asset management merger including implementing a complete harmonisation of terms and conditions by way of dismissal and re-engagement.
- Advised a leading global recycling and manufacturing company on a collective consultation exercise involving a large-scale redundancy, closure and voluntary benefits reduction exercise in two of its UK sites.
- Advised a leading Scandinavian bank on a recent merger, relocation, harmonisation of terms and restructuring exercise.
- Advised and represented a leading European bank, in relation to the defence and favourable settlement of an unfair dismissal, age and sex discrimination claim.
- Advised and represented a leading financial institution in relation to grievance and disciplinary proceedings involving whistleblowing, personal injury and discrimination allegations and successfully avoiding any resulting claim.
- Advised leading American investment bank in relation to a stress claim brought by an employee.
- Defended an international software company against a multi-strand discrimination, unfair dismissal and whistleblowing claim by a vexatious litigant.
- Defending a high profile fund management firm against a sex and race discrimination, sexual harassment, victimisation and bonus claim by an existing employee, achieving a swift and very favourable settlement.
- Advised a multi-national money transfer business throughout an extremely complex expenses investigation and gross misconduct dismissal, together with detailed grievance and whistle-blowing investigations from two employees, successfully settling one (on very favourable terms) and achieving a complete dismissal of claims against the other after an appeal to the EAT.
- Advised both Stripe and Goodwater Capital on a $93 million Series D financing round in Monzo.
- Advised CVC Capital on its acquisition of Zabka Polska.
- Advised Cloudreach in the acquisition of a majority stake in the company by Blackstone Group.
Posts by: Mandy Perry
December 19, 2016
8:30 – 9:30 am PT
11:30 am – 12:30 pm ET
4:30 -5:30 pm GMT
The final UK Mandatory Gender Pay Gap Regulations have been published and are due to be implemented on 6 April 2017 for all companies with more than 250 employees in the U.K. April 2017 is the same month in which you have to capture your data in order to publish your pay gap information in time for the deadline of April 2018 – so the time to take action has now arrived.
In Germany, equal pay legislation is expected to come into force in summer 2017 and will provide for information rights of employees and works councils, as well as, for investigation processes and reporting obligations of employers.
This webinar focuses on the requirements of the U.K. final regulations, preparing your ‘data snapshot’ and what the requirements are for publication. We will also discuss the evolving landscape of sanctions and whether a failure to publish might lead to enforcement action from the Equalities and Human Rights Commission. Recent Equal pay developments in the US and throughout the EU will also be addressed.
Via Webinar – connection details provided upon registration
MCLE credit will be given for this program.
In February this year, draft gender pay gap reporting regulations were published and comments were invited. There then followed an extended period while we waited for the final regulations to be published and the (many) consultation questions to be addressed. One could speculate about the chaos caused by Brexit [in Parliament] that caused this extended waiting period, but we won’t. The main thing is that the final regulations are at last here and (subject to parliamentary approval) will come into force on April 6, 2017. READ MORE
In the heady days of the Coalition Government, gender pay gap reporting started to get some traction on the political agenda. This led to the 2011 initiative ‘Think, Act, Report’ which encouraged employers to voluntarily publish gender pay gap information. According to a Guardian article in August 2014, citing a parliamentary question from the shadow Equalities Minster at the time, 200 companies signed up to the initiative but only four of those ever published any data. £90,000 of public money later and we were clearly no further on.
Following months of waiting the UK Government has finally published its draft regulations on the new “gender pay gap reporting” requirements in the UK. On publication of the draft regulations, the UK Government has asked one final consultation question: “What, if any, modifications should be made to these draft regulations?” – And so it would appear that the draft regulations are nearing but possibly not quite in final form, pending any pertinent responses received.