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Gender Pay Reporting

An employer must comply with the regulations for any year where they have a ‘headcount’ of 250 or more ‘employees’ on the ‘snapshot date’, where ‘ employees’  includes individuals hired under a contract to do work personally.  Note: headcount is not full-time equivalents, but each person must be counted.

Most government departments, the armed forces, local authorities, NHS bodies and many others must follow The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017. The snapshot date for them is 31 March of a given year.

All other private, voluntary and public sector employers must follow The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Their snapshot date is 5 April of a given year.

Relevant employers must follow the rules in the regulations to calculate the following information:

  • Their mean gender pay gap
  • Their median gender pay gap
  • Their mean bonus gender pay gap
  • Their median bonus gender pay gap
  • Their proportion of males receiving a bonus payment
  • Their proportion of females receiving a bonus payment  Their proportion of males and females in each quartile pay band
  • A written statement, authorised by an appropriate senior person, which confirms the accuracy of their calculations (only applies to employers subject to the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017).

The information must be published on both the employer’s website and on a designated government website at www.gov.uk/genderpaygap. Failing to do this within one year of the snapshot date is unlawful.

An employer should then use that information to help understand any underlying causes for their gender pay gap and take suitable steps to minimise it. Benefits will differ between employers but can include developing a reputation for being a fair and progressive employer, attracting a wider pool of potential recruits for vacancies and the enhanced productivity that can come from a workforce that feels valued and engaged in a culture committed to tackling inequality.

 All employers should add a supporting narrative – a narrative helps anyone reading the statement to understand the organisation’s view of why a gender pay gap is present and what the organisation intends to do to close it.

I can help you with this.  Please contact me at [email protected] or 07537 865865