FAQs: What has changed under the latest version of the gender pay gap reporting Regulations?

The Government has published a revised version of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. A new FAQ sets out the main changes to the previous version of the Regulations.

Other FAQs on the gender pay gap reporting duty have been updated to reflect the changes:

• 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?
• What is the relevance for employers of April 2016 in relation to gender pay gap reporting?
• What are the potential consequences for employers of non-compliance with 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, 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?
• 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?
• How does an employer calculate how many employees it has for the purposes of the gender pay gap reporting duty?
• Is overtime included when calculating hourly pay for the purposes of the gender pay gap reporting duty?
• How is pay defined for the purposes of reporting an organisation's gender pay gap?

Subject to parliamentary approval, the Regulations will come into force on 6 April 2017. Employers will have until 4 April 2018 to publish their first report on their gender pay gap.

Stay up to date with the requirements under the new duty with our hot topic, Gender pay gap reporting.