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.
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... to our live webinar on 8 February 2017, where employment lawyers Patrick Brodie and Kelly Thomson will answer your questions on gender pay gap reporting.
- What changes were made to the gender pay gap reporting duty in the revised version of the draft Regulations published on 6 December 2016?
- Which employers will be covered by the gender pay gap reporting duty?
- When does the gender pay gap reporting duty come into force?
- What information will employers be 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?
- 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
- Gender pay gap reporting timeline: key dates for HR
- Gender pay gap reporting: the draft legislation examined
- How to get ready for gender pay gap reporting
- Three key principles for gender pay transparency