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
As the deadlines for gender pay gap reporting edge closer, organisations yet to report will be thinking carefully about how they communicate pay disparity, even if their gap is low. What can we learn from those that have reported so far - and how can employers ensure they give out the right message?
Mothers who work part time suffer a long-term pay penalty that widens the gender pay gap.
Carrie Gracie, the BBC's former China editor, has told a group of MPs that the broadcaster belittled women to justify paying them less than men and needed help to close its gender pay gap.
The BBC plans to close the gender pay gap among its presenters and have women in half of its on-air roles by 2020, after a pay review found a 6.8% pay gap.
EasyJet's new chief executive is to take a pay cut to set his salary at the same level of that of his female predecessor, Carolyn McCall.
Consultant editor Darren Newman looks at amendments to "cut red tape" made to the Equality Act by the previous coalition Government - which, in light of the harassment and inequality issues now being exposed on a regular basis, seem particularly ill advised and outdated.
The gender pay gap widens as women get older because men "accumulate more experience than women" in their careers, according to the Office for National Statistics (ONS).
The Equality and Human Rights Commission consults on a draft policy to enforce gender pay gap reporting requirements for public-, private- and voluntary-sector employers.
Companies that fail to comply with their gender pay gap reporting duties could face "unlimited" fines and convictions, according to the enforcement plan published by the Equality and Human Rights Commission.
A number of civil service departments have published their gender pay gaps, with the Department of Transport recording the widest, at 16.9%.
HR and legal information and guidance relating to the gender pay gap.