Gender pay reporting beginsLarge employers will be obliged to publish information about their gender pay gaps. We know that regulations must be introduced by 26 March 2016 that will make it compulsory for organisations with 250 or more employees to publish information about the difference in pay between men and women. This will need to include details of the gap in bonus payments. However, further details of what this means for employers are yet to be disclosed, including the particulars that they will need to provide and where the information should be published. It is expected that employers will be given time to get to grips with the legislation before the reporting requirements come into force. 2. National living wage introduced A significant changeIn 2016, employers will begin to feel the impact of the employment law reforms made by the first Conservative Government in nearly 20 years, with some controversial decisions affecting a number of HR areas. The introduction of the national living wage sees a major change to minimum pay levels; this will be a big issue for many employers as they consider how to introduce it. For the first time, large employers will also be required to publish details of their gender pay gap. Aside from these two big reforms, other changes to which employers need to pay attention include the Trade Union Bill and new rules on exit payments for public-sector workers. Read our guide to the key employment law changes in 2016 to ensure you have a head start to the year ahead. 1.