Gender pay gap reporting
Regulations requiring employers with 250 or more employees to publish information on their gender pay gap are expected to come into force on 6 April 2017.
The draft Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, published in December 2016, apply only to private- and voluntary-sector employers. In January 2017, the Government published draft Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 that extend the duty to public-sector employers with 250 or more employees.
Our practical guidance on how to measure and report a gender pay gap sets out the key steps that employers should take to comply with the gender pay gap Regulations.
Listen to ...
... our on-demand webinar on gender pay gap reporting, in which employment lawyers Patrick Brodie and Kelly Thomson answer your questions about the new requirements.
FAQs
- What changes were made to the gender pay gap reporting duty in the revised version of the Regulations published on 6 December 2016?
- Which employers are covered by the gender pay gap reporting duty?
- When does the gender pay gap reporting duty come into force?
- What information are employers required to publish under the gender pay gap reporting duty?
- How is pay defined for the purposes of reporting an organisation's gender pay gap?
- What is the relevance for employers of April 2016 in relation to gender pay gap reporting?
- Do employers have to publish an explanation of their gender pay gap figures?
- What are the potential consequences for employers of non-compliance with the gender pay gap reporting duty?
- How does an employer calculate how many employees it has for the purposes of the gender pay gap reporting duty?
- If an organisation has 250 or more employees in total but fewer than 250 who are based in Great Britain, is it covered by the gender pay gap reporting duty?
- When calculating their gender pay gap, how should employers report the pay of employees who are on maternity leave, or other family leave?
- When calculating their gender pay gap, should employers use the actual pay of part-time workers, or a full-time equivalent figure?
- When calculating their gender pay gap, how should employers treat staff on zero hours contracts?
- Should agency workers and contractors be included in the calculation of an organisation's gender pay gap?
- How is bonus defined for the purposes of reporting an organisation's gender pay gap and gender bonus gap?
- Is overtime included when calculating hourly pay for the purposes of the gender pay gap reporting duty?
How to
News
- Acas and the Government publish gender pay gap guide
- Public sector gets draft gender pay gap reporting law
- Failure to report gender pay gap could result in more than reputational damage
- Gender pay gap reporting: five things you need to know
- Public-sector gender pay gap reporting confirmed
- Gender pay gap reporting moves a step closer
- Draft gender pay reporting Regulations published
Audio and video
- Webinar: Gender pay gap reporting - your questions answered
- Webinar: Preparing for gender pay gap reporting
- Podcast: HR & Compliance Centre gender pay gap reporting service
Legal guidance
- Four key actions to tackle a gender pay gap
- Three key principles for gender pay transparency
- How to get ready for gender pay gap reporting
- Gender pay gap reporting timeline: key dates for HR
- Gender pay gap reporting: the draft legislation examined
Employment law manual
- Equal pay: Compulsory gender pay gap reporting
- Equal opportunities policies and monitoring: local authority > Gender pay gap reporting duty
