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The implementation of EU Law within the last ten years has caused great strides towards a levelling out of employers and employee rights. This has coincided with the highest levels of employment seen to date in the UK. However, there is strong evidence to suggest that despite this progress, there are areas that still need to be drastically reformed and refined if the Government is to realise its aspiration of ‘full employment’ as mentioned by the Secretary of State for Education and Skills, Alan Johnson, in the Foreword of the Department of Trade and Industry (“DTI”) strategy paper . In determining whether the employment simplification review set out in the DTI paper is long overdue, we must compare what being is proposed to what has already been and is currently being done.

Government Objectives and proposed reforms
Developing independent individuals by liberating their talent and capability is among one of the government’s top objectives. This contributes to the broader aim of providing employment opportunities for the entire population by increasing the number of people who are in work and providing them with the support and skills that they need.

One area highlighted for reform is the area of sex discrimination, specifically as it relates to the Gender Pay Gap . The strategy paper recognises discrimination as the very antithesis of their objectives. Discrimination or differential treatment of people is not necessarily unlawful unless the ground you discriminate on is unlawful. These unlawful grounds include, inter alia, Sex, Sexual orientation, Disability, Race, Religion, Belief, Age and Nationality.

One of the main rationales for anti-discrimination legislation lays in the Government’s aim to have the best workforce possible, causing Britain to prosper in the future by way of an efficient and stimulated economy. The DTI recognises that discrimination restricts access to the widest pool of talent...