The Department for the Economy has confirmed the annual adjustment to limits for unfair dismissal and redundancy payments applying in Northern Ireland.

The Employment Rights (Increase of Limits) Order (Northern Ireland) 2025 will come into effect on 6 April 2025 aligning with similar changes in Great Britain.

Northern Ireland-Specific Figures

Notably, the updated Northern Ireland figures remain slightly higher than those in Great Britain.

The revised limits are as follows:

• Compensatory Award for Unfair Dismissal: Increasing from £115,341 to £118,455 (compared to £118,223 in GB).

• Maximum Amount of a Week’s Pay: Rising from £729 to £749 (compared to £719 in GB).

• Statutory Guarantee Payments: Rising from £38 to £39 (same rate as GB)

These changes apply to cases where the “appropriate date” falls on or after 6 April 2025. For example, where an employee’s dismissal becomes effective on or after this date.

The new limits are designed to reflect changes in the Retail Prices Index (RPI) between September 2023 and September 2024, which recorded a 2.7% increase (source: Office for National Statistics, all items RPI).

Employers should take note of these updated limits and adjust their calculations for redundancy payments and potential unfair dismissal claims that fall on or after 6 April 2025.

The UK Government recently published its response to Making Work Pay: Strengthening Statutory Sick Pay (SSP) on 4 March 2025.  Then on 14 March 2025, the government responded to a report published by the House of Commons Work and Pensions Committee entitled Statutory Sick Pay

We have set out these key updates arising from these documents and the implications for Northern Ireland employers below.

Northern Ireland and SSP Changes

Although SSP is a transferred matter in Northern Ireland, meaning that it is the responsibility of the NI Assembly to decide how to proceed, historically we have always maintained parity with GB.

The Government’ response confirms that that will continue to be the case. It states:

“SSP is a transferred matter in Northern Ireland, however following extensive engagement with the Department of Communities, both governments agreed to bring forward amendments to extend these changes to Northern Ireland, including the percentage rate of 80%. Therefore, subject to the approval of a Legislative Consent Motion by the Northern Ireland Assembly, parity will be maintained in relation to SSP. We will continue to work closely with the Department for Communities in Northern Ireland as the Bill progresses.”

Therefore Northern Ireland will implement these changes in the same way and at the same time as GB.

Planned SSP changes

 The changes that will be made to SSP are as follow:

1. SSP Rate Adjustments: A new rate for SSP will be set at either 80% of weekly earnings or the existing flat rate (increasing from £116.75 to £118.75 per week as of April 2025). This new higher flat rate of SSP (£118.75) only comes into effect only in April 2025 in line with usual annual increases that we expect. The other, more fundamental, changes to the SSP regime currently have no date for implementation at this stage.
2. When the more fundamental changes come into effect it does mean that for some employees they maybe worse off under the when these changes take e as they will receive 80% of their salary rather than the flat rate. For example, an employee earning £125, which is slightly above the lower earning threshold, would currently receive £116.75. Under the new regime they will receive a lower sum of £100.

The Government refused calls to align SSP to levels of other benefit such as SMP (which increases to £187.18 or 90% of the employee’s average weekly earnings, whichever is lower in April 2025) for reasons that includes SMP is a planned absence that is paid for different reasons and small employers can recoup up to 92% of it.

3. Removal of the Waiting Period: SSP will be paid from Day 1 of absence rather than Day 4.

4. Elimination of the Lower Earnings Threshold: The Lower Earnings Threshold is currently £123 per week rising to £125.00 or more per week  in April 2025. When implemented, all employees, regardless of income, will qualify for SSP.

These changes will be made to the GB Employment Rights Bill, which is currently progressing through Parliament and currently being considered in the House of Lords with its Second Reading on 27 March 2025.

What’s Not Changing

Again despite calls for a rebate scheme the Government has confirmed that there will be no Rebate Scheme for Small Businesses.

Instead the Government has said it will consider how employers can be supported in promoting healthy workplaces that enable people to stay in, or return to, work.

The government has also confirmed that there will be no reduction in Self-Certification Period which will remain at 7-days when the employee can self-certify as being not fit and only expected to obtain a Fit Note from Day 8.

Timeline and Implementation

The GB Employment Rights Bill is expected to gain Royal Assent before the 2025 summer recess. However, SSP changes will not take effect immediately—they will be implemented only once the Act’s provisions are commenced. The government has assured that employers will have sufficient time to prepare for these changes. At this point (other than the annual increase to the rate) there is no date for implementation.

In Northern Ireland, the rollout of these changes is expected to align with the GB timeline, subject to the necessary approval processes.

We will keep you updated as the legislative process unfolds to ensure readiness for these significant SSP reforms. Clear communication with employees and adjustments to internal policies will be key to ensure a smooth transition.

Great Britain Employment Rights: Increase in Limits (14 March 2025)

In Great Britain, The Employment Rights (Increase of Limits) Order 2025 (No. 348) was laid before Parliament on 14 March 2025 and comes into effect on 6 April 2025. This sets out the level of annual increases to awards and amounts

Increases from 6 April 2025:

The Order confirms that from 6 April 2025:

• Week’s Pay: Rises from £700 to £
• Compensatory Award* Increases from £115,115 to £118,223*. 

(In GB, the compensatory award  is capped at the lower of either this upper limit or one year’s salary. In contrast, Northern Ireland only applies the statutory cap of  the upper limit and has no corresponding  one-year salary cap.)

• Guarantee Pay: A modest increase from £38 to £39 per day.

These new rates apply to events, such as dismissals, dismissals, occurring on or after 6 April 2025.

Updates for Northern Ireland

Northern Ireland has yet to publish its updated rates. Companies maybe aware that the rates in Northern Ireland  historically  differ to those in GB due to a different rounding method. For example, in comparison in 2024, Northern Ireland’s limits include:

• Compensatory Award: £115,341 (2024 rate).
• Week’s Pay Limit: £729 (2024 rate).

It is expected that any new rates for NI will also take effect from 6 April 2025. We will notify Members when the new rates are published.

In January 2025, President Trump signed three Executive Orders (EOs) that aimed at rolling back the Diversity, Equity, Inclusion, and Accessibility (DEIA) targets and programs previously promoted within the federal government.

The three Executive Orders (EO) signed by President Trump were:

1. “Ending Radical and Wasteful Government DEI Programs and Preferencing”– Focused on curbing government spending on DEI programs, and ending of the promotion of diversity-based policies deemed inconsistent with federal anti-discrimination laws.
2. “Ending Illegal Discrimination and Restoring Merit-Based Opportunity”– eliminating the affirmative action mandates and requiring all appointments to be on merit

3. Defending Women from Gender Ideology Extremism & Restoring Biological Truth to the Federal Government requires that their gender policies align only with biological distinctions of male and female

Additionally upon swearing in of the new Attorney General,  Pam Bondi issued two Memorandums to give effect to these EO’s. In the Memorandum entitled  Ending Illegal DEI and DEIA Discrimination and Preferences she directed DOJ’s Civil Rights Division to:

“investigate, eliminate, and penalize illegal DEI and DEIA [diversity, equity, inclusion, and accessibility] preferences, mandates, policies, programs, and activities in the private sector and in educational institutions that receive federal funds.

Therefore it mandates the identification of steps to deter DEI programs deemed discriminatory, including proposals for up to nine civil compliance investigations and possible criminal investigations. Targeted entities include large publicly traded corporations, non-profits, wealthy foundations, bar/medical associations, and well-endowed universities.

The report must also address potential litigation regulatory actions, and guidance.

A second internal facing one entitled Eliminating Internal Discriminatory Practices directed federal government to rescind their policies, practices that were not base don meritorious appointment and issue a report paying particular attention to ending:

“references to DEI or DEIA in (1) training and programs, including references to “unconscious bias,” “cultural sensitivity,” “inclusive leadership,” and any emphasis on race- or sex-based criteria rather than merit; (2) policies and guidelines, including hiring, promotion, or performance evaluation policies; and (3) vendor contracts and budget materials.”

So what does this all mean?

Executive Orders are directives issued by the President, instructing government agencies to take specific actions to faithfully execute federal laws. While EOs shape government policies, they do not change the law itself. Instead, they guide federal agencies on how to interpret and implement existing laws. However, adherence to these directives is crucial, as failure to comply can lead to legal investigations and other consequences.

The Memorandums explains how the Department of Justice will act to take effect to these EO’s. There remains uncertainty about these provisions and further guidance from DOJ is awaited. There are also legal challenges underway on the validity of these new provisions on grounds that they infringe constitutional and free speech rights.

The effects of these include:

1. US Government Employees on DEI Programs

DEI staff within the federal government were placed on paid leave almost immediately, and related programs were mandated to cease within 60 days.

2. Federal Contractors

Businesses contracting with the U.S. government, whether domestic or international, are required to comply with these orders. They must certify that their DEI initiatives do not violate any federal anti-discrimination laws. Non-compliance risks the termination of their government contracts. False statements can result in a False Claims Act (FCA) and non-payment of fees and a fine triple the size of the contract.

3. Ripple Effects Globally

The impact of these orders isn’t confined to the U.S.:

Multinational Corporations and large global businesses, may feel pressured to align with the new directives. Many will opt to avoid scrutiny, potentially leading to a reduction in the promotion of DEI programs across the board.

Small Businesses Smaller companies that look to larger firms for leadership and trends in diversity practices may also scale back their DEI initiatives.

Relevance in the UK (NI and GB) and Beyond

While the U.S. has historically pursued affirmative action policies to promote underrepresented groups, these steps often extend beyond what is permitted under Northern Ireland (NI) and Great Britain (GB) laws.

The recent EOs have introduced uncertainty. Businesses across the globe are trying to navigate this changing landscape carefully. For those in NI and GB, the focus must remain on fulfilling equality obligations under local law while striving to maintain inclusive and diverse workplaces.

We have provided summary of the laws in Northern Ireland below to assist businesses who may be assessing what they must continue to do here to comply with the laws.

Northern Ireland

Northern Ireland has its own legislative regime which is similar to GB but has some distinct differences.

There is a requirement for registered employers to monitor community background and sex of employees on annual basis

A form of positive action and affirmative action is permitted in Northern Ireland but operates in a very different way to that in US.

Laws requiring Gender, Ethnicity and Disability Reporting are also due to come into force

DEI Laws in Northern Ireland

Various Equality laws (see below) cover 9 protected characteristics of Sex / Pregnancy or Maternity Leave / Gender Reassignment Being Married or in a Civil Partnership / Disability / Race / Religious or similar Philosophical Belief / Political Opinion / Sexual Orientation / Age

See https://www.equalityni.org/legislation

Equal Pay Act (NI) 1970, and Sex Discrimination (NI) Order 1976

These laws prohibit discrimination and harassment on the grounds of sex; pregnancy and maternity leave; gender reassignment; being married or being a civil partner.

Special protection for a female on maternity leave from being made redundant (first refusal of any suitable alternative employment)

Fair Employment & Treatment (NI) Order 1998

This law prohibits discrimination and harassment on the grounds of religious belief or similar philosophical belief and political opinion.

Fair Employment and Treatment Order includes Article 55 Reviews, so that all registered employers (11 or more employees) must monitor the composition of their workforce in terms of whether they are from Protestant or the Roman Catholic communities or neither and also monitor their sex and file an annual report to Equality Commission Northern Ireland. Criminal Offence not to comply.

Northern Ireland Act 1998

Section 75 requires public authority employers to promote, monitor and to consider taking positive action where appropriate across the nine equality categories

Disability Discrimination Act 1995 and Autism Act (NI) 2011/ Autism (Amendment) Act of 2022

This law prohibits disability discrimination and disability-related harassment against disabled persons.

Employers are allowed to reserve job vacancies for: people who have disabilities (but not for people who do not have disabilities). Employers must act with caution

Autism Act places a duty upon government to implement an effective autism awareness campaign strategy.

Race Relations (NI) Order 1997

This law prohibits discrimination and harassment on the grounds of race; colour; ethnic or national origins; nationality; belonging to the Irish Traveller community.

Employment Equality (Sexual Orientation) Regulations (NI) 2003

This law prohibits discrimination and harassment on the grounds of sexual orientation.

Employment Equality (Age) Regulations (NI) 2006

This law prohibits discrimination and harassment on the grounds of age.

These Regulations could permit an employer to commit an act of direct discrimination (for example, reserving a quota of jobs for people in a certain age group) so long as the act can be objectively justified. This can only occur where the act is a proportionate means of achieving a legitimate aim.

Article 2 (Dedicated Mechanism) Protocol on Ireland and Northern Ireland 31 January 2020

Sets out certain commitments in relation to rights and equality to ensure that there is no diminution of rights, safeguards or equality of opportunity, as set out in that part of the 1998 Agreement in the area of protection against discrimination, as enshrined in the provisions of Union law listed in Annex 1 to the Protocol

NI Equality codes of practice are:

• Fair Employment in Northern Ireland – Code of Practice
• Removing Sex Bias from Recruitment and Selection – A Code of Practice
• Code of Practice on Equal Pay
• Code of Practice for Employers for the Elimination of Racial Discrimination and the Promotion of Equality of Opportunity in Employment
• Disability Code of Practice – Employment and Occupation

Gender, Ethnicity and Disability Pay gap Reporting due to come in imminently.

Positive Action / Affirmative Action that is permitted in NI

The basic rule is that it is unlawful to make recruitment or other employment decisions on any of the 9 protected grounds. Equality Commission in Northern Ireland has produced Positive Action an Employers Guide

Two important exceptions to this rule are that employers are, however, allowed to reserve job vacancies for:

(a) people who have disabilities (but not for people who do not have disabilities). Employers who do this must still act with some caution.

(b) people in certain age groups, but only where an employer can objectively justify such an action

Other Outreach Positive Action is permitted subject to certain preconditions: In summary, outreach positive action involves reaching out to specific under-represented or disadvantaged groups of people: for example, depending on the specific circumstances that apply in a particular workplace the groups might be: disabled people, members of the black or ethnic minority communities, women or men, Protestants or Roman Catholics, gays and lesbians and can include:

• Encouraging people to apply for job and training opportunities
• Offering training opportunities and facilities
• Reserving job vacancies for persons who are unemployed

If you require more information on this please contact our Legal Team.

Employers often face challenges in balancing the rights of employees with conflicting views, such as gender-critical beliefs and those regarding sexual orientation or same-sex marriage. These cases are frequently fact-specific, with actions that may be appropriate in one instance not being suitable in another. However, the recent Court of Appeal judgment in the case of Kristie Higgs v Farmor’s School provides a helpful framework for employers navigating this complex issue.

Case Overview

Kristie Higgs, a teacher at Farmor’s School, was dismissed over two posts on her personal Facebook account, made under her maiden name. The posts, which criticized same-sex relationships, were deemed transphobic and homophobic by a parent who complained to the headteacher.

Legal Proceedings

In the tribunal, it was argued that Higgs was entitled to hold her views but was dismissed due to the objectionable manner in which she expressed them. Initially, the Employment Appeal Tribunal (EAT) had remitted the case back to the Employment Tribunal (ET) due to flawed reasoning. However, the Court of Appeal overturned this decision, finding Higgs’s dismissal to be discriminatory and providing a clear framework for employers.

Key Points from the Judgment

1. Unlawful Direct Discrimination: Dismissal solely because an employee has expressed religious or other protected beliefs, to which the employer objects or fears will offend third parties, constitutes unlawful direct discrimination.
2. Proportionate Response: If the dismissal is motivated not just by the expression of the belief but by something objectionable in the way it was expressed, the employer must show that the dismissal was a proportionate response. This determination must be objective and justified.

Court’s Conclusion

The Court concluded that the factors relied upon by Farmor’s School could not justify Higgs’s dismissal:

• There was no reason to believe that Higgs, who had worked at the school for six years without complaint, would express such views at work or display discriminatory attitudes towards pupils.
• Although the posts’ language was rhetorical and provocative, it did not express hatred or disgust for gay or trans people. Higgs stated she endorsed the content of the messages, not their language.
• The risk to the school’s reputation was minimal, given the limited access to Higgs’s Facebook account.

Paragraph 175, offers valuable insights for those who want a quick summary of the case.

Conclusion

This case emphasizes that the appropriateness of behaviour must be determined objectively and that any disciplinary action must be proportionate. Employers must prove that the dismissal is objectively justified, not merely that they believed it to be justified.

It is important for businesses to pause and take a measured response when dealing with conflicting beliefs.

From 31 December 2024, the Home Office Guidance Guidance Workers and Temporary Workers: sponsor a skilled worker prohibits the recoupment of certain fees from sponsored workers. These changes are aligned with a commitment made in the Written Ministerial Statement on 28 November 2024, ensuring that specific costs are not passed on to sponsored workers.

Key Changes

1. Skilled Worker Sponsor Licence Fees:

Sponsors are no longer permitted to pass on the cost of the sponsor licence fee or associated administrative costs, including premium services, to sponsored workers.

2. Certificate of Sponsorship (CoS) Fees:

For CoS assigned on or after December 31, 2024, sponsors cannot pass on these fees to sponsored workers.

3. Amendment for Study Route Switch:

A minor amendment has been made reflecting a change of name for the CoS category where the worker is applying to switch from a study route.

4. Defined CoS Assignment:

It is now clarified that a Defined CoS must be assigned to a worker within 90 days from the date it was allocated to the sponsor, instead of the previously stated 3 months.

Consequences for Sponsors:

If a sponsor is found to have recouped or attempted to recoup these costs from sponsored workers, their sponsor licence will usually be revoked.

Commentary:

This now answers the question if these costs can be passed on to candidates. Indeed we understand that on occasion candidates offer to pay these costs in exchange for employment. Moving forward, this practice is no longer permissible. Businesses with any contractual recoupment clauses for these fees must ensure that these clauses are removed so as to comply with the new Guidance.

The Industrial Tribunals and Fair Employment Tribunal (Constitution and Rules of Procedure) (Amendment) Regulations (Northern Ireland) 2024 came into effect on 12 December 2024, making amendments to The Industrial Tribunals and Fair Employment Tribunal (Constitution and Rules of Procedure) Regulations (Northern Ireland) 2020.

The key amendments include:

1. Employment Judge Sitting Alone

An Employment Judge may now sit alone in certain circumstances. Whilst the specific conditions for this are not detailed in the Regulations, they may be outlined in a subsequent Practice Direction. Currently Employment Judges in Northern Ireland can sit alone in unlawful deduction from wages claims.

Since 2012, Employment Judges in Great Britain have been allowed to sit alone in unfair dismissal cases. We anticipate that we may follow this approach. In July 2024, the Senior President of the Tribunals in GB issued a Practice Direction which now permits Employment Judges to sit alone in all cases in GB.

2. Multiple Claimants on a Single Claim Form

In certain circumstances the amendments allow two or more Claimants to make their claim on a single Claim Form. This change is intended to streamline the process for cases involving multiple parties.

3. Default Judgments and Recording of Judgments

The Regulations provide for the issuance of default judgments and exempt the recording of judgments on the register when a claim is withdrawn.

4. Reasonable Notice of Hearings

The amendments require reasonable notice of Hearings, which can be less than 14 days if all parties consent. This flexibility is designed to expedite the scheduling of Hearings.

Commentary

As the Employment Tribunal in NI continues to modernise it will be interesting to see whether we adopt the GB practice of allowing Employment Judges to sit alone in all cases.

In our experience lay members play a critical role in Employment Tribunal Hearings by bringing realism and industrial knowledge to the decision-making process. In panels of three, lay members have equal voting power and can out-vote the Employment Judge, although this is rare. Indeed, there was an extensive recruitment campaign for lay members which was completed earlier in 2024 so it will be interesting to see how the extent of their role develops.

EHRC GUIDANCE: NEW SEXUAL HARASSMENT LAW AND WORKPLACE CHRISTMAS PARTIES: WHAT EMPLOYERS NEED TO KNOW

On 11 December 2024, the Equality and Human Rights Commission (EHRC) published guidance aimed at assisting organisations in complying with the new positive duty on employers to prevent sexual harassment at Christmas parties. Although the guidance states it is specific to Christmas parties, it can be applied to any work-related event.

Background

In Great Britain, a positive duty to prevent sexual harassment came into force on 26 October 2024. To accompany this new duty, the EHRC updated its technical guidance on Sexual harassment and harassment at work: technical guidance and released an Employer 8-step guide: Preventing sexual harassment at work

This New sexual harassment law and workplace Christmas parties: What employers need to know is intended to supplement those Guides.

EHRC’s Top 3 Steps for Preventing Sexual Harassment During Work Parties

The EHRC has outlined three essential steps that organisations should take to prevent sexual harassment and ensure a safe environment for all employees.

1. Think Ahead to Prevent Problems and Risks

• Alcohol: Recognize that alcohol can lower inhibitions and lead to inappropriate behaviour. Consider setting limits on alcohol consumption at events.
• Overnight Stays and Travel: Ensure that accommodation arrangements are safe and appropriate. Communicate that the same standards of behaviour apply at all times, not just during the event itself.
• Power Imbalances: Be mindful of the dynamics between senior staff and junior colleagues, and consider the gender composition of the workforce. Address potential issues proactively.

2. Set Expectations Early and Remind of Company Policies

• Define Sexual Harassment: Ensure employees understand what constitutes sexual harassment in the workplace.
• Reporting Procedures: Remind staff about the procedures for reporting and witnessing sexual harassment.
• Behaviour Standards: Reinforce the standard of behaviour expected at both company-arranged events and informal social gatherings.

3. Consider the Risk of Third-Party Harassment

• Risk Assessment: Complete a risk assessment during the planning stages of the event to identify potential hazards.
• Safer Locations and Activities: Use the risk assessment to choose safer locations and activities that minimize the risk of harassment.
• Communication: Clearly communicate your organization’s expected standards of behaviour to staff and any relevant third parties involved in the event.

Conclusion

Whilst the new duty to prevent sexual harassment does not extend to Northern Ireland the EHRC’s guidance is very helpful as it provides a proactive approach to preventing sexual harassment at work-related gatherings. By thinking ahead, setting clear expectations, and considering the risk of third-party harassment, organisations can create a safer and more inclusive environment for their employees.

Implementing these steps would not only help to comply with the new legal duty In Great Britain it would also foster a respectful and supportive workplace culture.

Taking these steps would also assist any Organisation in establishing that they have taken all reasonable steps to prevent sexual harassment and defend any sexual harassment claim in Northern Ireland.

EQUALITY AT WORK: GB CALL FOR EVIDENCE ON STATUTORY PATERNITY & SHARED PARENTAL LEAVE

2024 was a significant year for employment law, with a strong focus on reform of rights in the workplace. One of the areas currently under review in Great Britain is statutory paternity and shared parental leave.

Background and Context

On 6 December 2024, the GB Women & Equalities Commission launched a call for evidence to inform their work ahead of the GB Government’s proposed review of the parental leave system.

This move comes in response to the recognition that the current system does not adequately support working parents. The GB draft Employment Rights Bill published in October 2024 includes measures to enhance family-friendly rights at work, but states that a comprehensive review is necessary to create a more effective and equitable system.

Northern Ireland (NI) is currently working on implementing an effective Early Learning and Childcare Strategy, which is considered a critical driver of gender equality. Recent reforms to parental leave proposed in the NI Good Jobs Consultation  only tweak at the existing regime, addressing some of its current inefficiencies. These changes would more or less align NI to the current position in GB.

In Great Britain the review is much more far reaching.

The Call for Evidence

The Call for Evidence is the first stage of this review. The Committee has highlighted that the unequal division of childcare responsibilities is a key driver of wider gender inequality and the gender pay gap. The goal is to identify the most effective ways to encourage equal sharing of childcare and domestic responsibilities between mothers and their partners.

Employers are encouraged to share their experiences and views, especially on how inequalities in the uptake of shared parental leave by ethnicity, income, qualification level, and occupational status can be addressed.

Questions

The Committee is seeking written submissions on the following points:

1. What have been the longer-term equality impacts of the scheme, for example on equal sharing of responsibilities for children as they grow up, and wider domestic responsibilities?
2. What have been the labour market impacts of the scheme, particularly for women?
3. Why has take up of statutory shared parental leave been low and what could be done to increase take up?
4. How can inequalities in take up of shared parental leave, including by ethnicity, income, qualification level and occupational status, be addressed?
5. Are there potentially more effective alternatives to the current “maternal transfer” model of shared parental leave?
6. Which countries have most effectively incentivised equal parenting and wider gender equality through their approaches to parental leave? What would be the costs and benefits of replicating?

Timeline for Submissions

Employers and other stakeholders are invited to submit their written evidence by Friday, 31 January 2025. These insights and experiences will then help role shape what is hoped to be a more equitable parental leave system.

On 26 November 2024, the Northern Ireland Statistics & Research Agency (NISRA) published the Women in Northern Ireland 2023 Report . This report delves into the characteristics of women in the Northern Ireland labour market and highlights some critical insights for employers.

Key Findings

A consistent feature of the report is the higher economic inactivity rates for females. Whilst women make up half of the working-age population (those persons aged between 16-64 years old), significant disparities exist when comparing economic participation between genders.

Comparisons Between Females and Males

1. Economic Inactivity:

Three in ten working-age women are not working compared to one in five working-age men.

2. Reasons for Economic Inactivity:

The main reason for economic inactivity among women is long-term sickness. Thereafter for women, looking after the family is the second most common reason for economic inactivity. In contrast, ‘looking after the family’ is the least common reason given by men.

3. Employment Patterns:

Women are less likely to be self-employed and more likely to work part-time. Approximately 60% of employed women with dependent children work full-time, compared to 96% of employed men with dependent children.

The age of the youngest child in the household increases the likelihood of women working part-time. Women with dependent children are more likely to work full-time when the youngest dependent child is at secondary school.

Women with dependent children (of any age) are more likely to work part-time than those without children, while the opposite is true for men.

4. Employment Rates and Earnings:

Over the past ten years, the female employment rate has been lower than that of males. Women earned 7.8% less than men in Northern Ireland, meaning for every £1 earned by men, women earned 92p.

Commentary

These findings are not surprising, but they emphasize the ongoing challenges women face in the workforce. Particularly striking is the disparity in reasons for economic inactivity and the continued prevalence of part-time work among women, especially those with dependent children.

To see more women in leadership positions, employers need to address these challenges head-on. With the implementation of Gender Pay Gap reporting now is a good time for each Organisation to consider the data in their workforces and identify steps they can take to support female employees and address these disparities.