On 29 January 2021, the Kemp Little team joined Deloitte Legal. Click here to view the press release.

As of 30 January 2021, Kemp Little LLP ceased to operate as a firm of solicitors and practice law and ceased to be regulated and authorised by the Solicitors Regulation Authority.

Kemp Little LLP has been re-named KL Heritage LLP.

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If you are seeking to contact the old Kemp Little LLP in relation to a previous business relationship or matter, please get in touch with KL Heritage LLP.

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Kemp Little is a trade name used under licence by KL Heritage LLP (formerly Kemp Little LLP, registered number OC300242 and VAT number 182 8854 65).

On 29 January 2021, the Kemp Little team joined Deloitte Legal.  As of 30 January 2021, Kemp Little ceased to operate as a firm of solicitors and practice law. From this date Kemp Little ceased to be authorised and regulated by the Solicitors Regulation Authority and is being re-named KL Heritage LLP.

All references to Kemp Little herein are references to KL Heritage LLP, which used to carry on business in that name.

KL Heritage LLP is not connected to or associated with Deloitte Legal or Deloitte LLP in any capacity.

 

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Employment · 24 January 2017 · David Williams · Marian Bloodworth · Amy Douthwaite

Webinar | Gender pay reporting: are you ready for 5 April?

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Whilst recent reports suggest that the gender pay gap is closing for younger female employees, this is not the case for older women. The gap also remains an issue in traditionally male-dominated sectors such as technology and financial services. The new Gender Pay Gap reporting obligations will require employers with 250 employees or more to publish details of their gender pay gap by April 2018, based on data from 5 April 2017, and to do so annually thereafter. In our webinar we will consider the practical implications for businesses caught by the reporting requirement, and in particular:

  • the key reporting obligations, taking into account changes since the first set of draft regulations were published last year;
  • how to know which employees you should include in the report and those which you can exclude;
  • how best to manage the remaining areas of uncertainty in the Regulations;
  • tips and strategies for managing and minimising the extent of your reporting obligations; and
  • practical suggestions for explaining the context for any gender pay gap and for reducing the gap for subsequent years.
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