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. The causes of the gender pay gap are varied, including the impact of women taking time out of the labour market to have children.
To address the gender pay gap, the Government has introduced a completely new requirement for all large organisations to publish their gender pay gap. Employers need to publish six key metrics, and the information needs to include the difference in hourly earnings as well as the gap in bonus pay.
Regulations for the private and voluntary sectors are in force from 6 April 2017, although the information you publish will need to reflect bonuses paid as early as April 2016. The Government has also introduced Regulations for the public sector, which largely mirror those that apply to the private and voluntary sectors. One of the main differences is that public-sector employers need to collect pay information for the pay period within which 31 March falls (as opposed to 5 April for employers in the private and voluntary sectors).
Organisations need to publish the information on their own website as well as on the GOV.UK website. Employers have now started to upload the information to the GOV.UK website, and there is a section where the general public can access organisations' submitted gender pay gap details.
Bar Huberman, senior employment law editor
Theresa May launched the Conservative Party's 2017 election manifesto, and for HR and employers there are no big surprises. Having already laid out her plans on workers' rights earlier this week, and with many policies announced over the past year, there is not much we didn't already know. But, as is likely in any 88-page document, there are a few items of interest that may not already be on your radar.
Updated to include information on the Government's gender pay gap viewing service, which was launched on 21 April 2017.
Updated to include a link to the GOV.UK website where employers' uploaded gender pay gap information appears.
Updated to include details of the government league table where organisations' gender pay gap information will be published.
New Metropolitan Police commissioner Cressida Dick has opted to take a lower salary than that of her predecessor Sir Bernard Hogan-Howe. Ruth Thomas, senior consultant for reward specialist Curo Compensation, asks whether the new police chief is setting a good example or exacerbating gender pay inequality.
Do gender pay gap reporting obligations apply to my organisation? What employees do we include in the calculations? What counts as "ordinary pay" and "bonus pay"? Where do we publish the final figures? We answer five questions HR professionals have been asking about the new gender pay gap reporting duty.
Today is the first "snapshot" date that large employers must use to report their gender pay gap. Private- and voluntary-sector organisations in England, Scotland and Wales with 250 or more employees must calculate their gender pay and gender bonus gaps as they are on 5 April each year.
HR and legal information and guidance relating to the gender pay gap.