Measure and report the organisation's gender pay gap

FAQs

• Which employers are covered by the gender pay gap reporting duty?

• Does the gender pay gap reporting duty apply to public-sector employers?

• Do companies in a group structure have to report their gender pay gap information separately?

• Should partners be included in the report of a partnership's gender pay gap?

• What information are employers required to publish under 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?

• Should agency workers and contractors be included in the calculation of an organisation's gender pay gap?

• When calculating their gender pay gap, how should employers treat staff on zero hours contracts?

• 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, how should employers deal with employees who join or leave part way through the pay period?

• How should employers treat transgender and non-binary employees when calculating the organisation's gender pay gap?

• How is pay defined for the purposes of reporting an organisation's gender pay gap?

• When calculating their gender pay gap, how should employers deal with salary-sacrifice arrangements, benefits in kind and loans to employees?

• How is bonus defined for the purposes of reporting an organisation's gender pay gap and gender bonus gap?

• How should employers include bonuses paid to part-time employees when calculating their gender bonus gap?

• Does an employer have to publish its gender pay gap information at the same time each year?

• Do employers have to publish an explanation of their gender pay gap figures?