Practical gender pay gap reporting guidance amended to reflect draft Regulations
We have made some significant changes to our How to guidance on measuring and reporting a gender pay gap, in light of the revised draft Regulations put before Parliament in December 2016.
Under the revised Regulations, for 2017 and each subsequent year, employers are now required to publish their median gender bonus gap, in addition to their mean gender bonus gap. The requirement to publish the number of male and female employees in each of four quartile pay bands has also been changed to a requirement to publish the proportions of men and women in these pay bands.
A distinction is now made between the employees who should be taken into account for the purposes of providing data on the mean and median gender pay gaps (and the proportion of men and women in the four pay bands), and the employees who should be taken into account for the purposes of providing data on the mean and median gender bonus gaps. For the former only "full-pay relevant employees" count, while the latter calculations should include data for all relevant employees who received a bonus payment. Full-pay relevant employees are those individuals who, during the relevant pay period, are not being paid at a reduced or nil rate as a result of being on some sort of leave.
The relevant pay period taken into account for the purposes of gender pay gap data is now the pay period in which the "snapshot" date of 5 April falls, while the required gender bonus gap information is based on bonus payments made during the 12 months to 5 April.
Employers must publish their first gender pay gap report by 4 April 2018, based on data relating to the 5 April 2017 snapshot date.
XpertHR gender pay gap reporting service
If your organisation needs some assistance with its gender pay gap reporting requirements, you may wish to register for XpertHR's 2017 gender pay gap reporting service. The service aims to take the worry out of gender pay gap calculations by providing:
- an easy-to-complete Excel-based questionnaire to collect the necessary pay data;
- clear written guidance on what to include and exclude, as well as email or telephone support;
- a simple, secure means to submit the completed spreadsheet to XpertHR;
- a reliable calculation service for the six key metrics that must be reported; and
- a confidential bespoke report setting out the required gender pay gap metrics, industry benchmarks and guidance on causes of the gender pay gap and protecting your organisation's reputation when reporting.
