Editor's message: Carrying out an equal pay audit is an effective way of checking whether or not your organisation is providing equal pay for equal work. It involves undertaking a structured process of identifying pay differences, uncovering the reasons behind them and eliminating differences that cannot be objectively justified.
Employers should not confuse an equal pay audit with the forthcoming requirement for larger organisations to publish information on their gender pay gap. While an equal pay audit will identify any pay differences between individuals or groups performing the same or similar work, the gender pay gap is concerned with differences in the average earnings of men and women over a standard time period, regardless of their role or seniority.
Sheila Attwood, managing editor, pay and HR practice
Updated to include information on the revised draft Regulations requiring relevant employers to publish gender pay gap information.
Updated to include information on a Government consultation on mandatory gender pay gap reporting for public-sector employers.
The Government consults on the draft Equality Act 2010 (Gender Pay Information) Regulations 2016, which introduce gender pay gap reporting for employers in the private and voluntary sectors with at least 250 employees.
The Government consults on the introduction of succession planning for board appointments and the lowering of the threshold for gender pay reporting in Scotland .
Practical guidance on carrying out an equal pay audit, including job evaluation schemes; identifying pay gaps; and assessing the reasons for pay differences.
The Government consults on the issues surrounding the introduction of new rules that will require employers in the private and voluntary sectors with at least 250 employees to publish information about the pay of their male and female employees.
Definition from the XpertHR glossary.
Our survey finds that almost one private-sector employer in three is doing an equal pay review and that a majority of public-sector organisations have done so, often taking into account ethnicity, disability and age as well as gender.
HR and legal information and guidance relating to equal pay audits.