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
Companies submitting their gender pay gaps are getting their sums wrong and providing statistically impossible numbers, according to an equal pay expert at a law firm.
EasyJet has pointed to a dearth in the number of female pilots as the main reason for its huge 52% gender pay gap, which it published this week.
We discuss how organisations have been dealing with the gender pay gap requirements, what the reports should contain and how many have been published.
With less than six months to go before all organisations with 250 or more employees are obliged to report their gender pay gap data, XpertHR asked employers how they were progressing and what issues they were encountering.
Employers face a serious threat to their reputations from mandatory gender pay gap reporting, research has revealed.
Updated to include the latest pay data from the Annual Survey of Hours and Earnings 2017.
There is a gender pay gap of 10% between female HR managers and their male counterparts, research by the Chartered Management Institute and XpertHR has found.
As the Government announces four new returnship programmes for the public sector and launches a consultation on how to support people to return to work, Minister for Women Anne Milton explains why it's crucial to build schemes like this to tackle the gender pay gap.
The Equality and Human Rights Commission (EHRC) has published details of its gender pay gap, showing that on average its female employees are paid more than men.
HR and legal information and guidance relating to the gender pay gap.