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Gender pay gap

Fiona Cuming Editor's message: Equal pay legislation has been around since the 1970s, giving men and women the right to claim equal pay where they perform "equal work". The gender pay gap, however, covers the difference in the average earnings of men and women, regardless of their role or seniority. There are a variety of factors behind it, including the impact on women's career progression of taking time out of the labour market to have children, and career choices, with typical “male” subjects such as IT and science often leading to higher-paid roles.

To address the issue, the Government has introduced a requirement for all large organisations to publish their gender pay gap. This involves producing six key metrics, including the difference in the mean and median pay and bonus pay of men and women, along with the proportion of men and women in each of four quartile pay bands.

Private-sector and voluntary-sector employers have until 4 April 2018 to publish their first gender pay gap report, whereas the deadline for those in the public sector is 30 March. As well as publishing the information on their own website, employers must upload the information to the GOV.UK website, to appear in a publicly available league table.

If your organisation is not on track to do this, the XpertHR Gender Pay Gap Reporting Service can take the worry out of calculating your pay gap metrics. We provide a confidential bespoke report based on your raw data, setting out the figures you need to report.

Fiona Cuming, employment law editor

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HR and legal information and guidance relating to the gender pay gap.

Gender pay gap: key resources

Gender Pay Gap Reporting Service

  • The XpertHR Gender Pay Gap Reporting Service provides a bespoke report to participating organisations setting out the six key metrics they must publish to comply with the gender pay gap Regulations.