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, is much wider than this, covering the difference in the average earnings of men and women. 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 is introducing a completely new requirement for all large organisations to publish details of their gender pay gap. It hopes that transparency will encourage organisations to take action to reduce the pay gap. The information will need to include the difference in hourly earnings as well as the gap in bonus pay.
Although the legislation does not contain penalties for organisations that fail to publish their gender pay gap, there may be negative reputational ramifications where they do not report.
Bar Huberman, employment law editor
Women earn less than men throughout their working lives and the gap is widest in their 50s when they earn £8,504 less per year than full-time men.
Ahead of the introduction of next year's gender pay gap reporting legislation, 13 finance companies are aiming for "gender parity" in senior roles, and many have committed to strategies that will enable them to hit these diversity targets.
So much has been written about why women earn less than men and miss out on key promotions. But, as we prepare for gender pay gap reporting, are we ignoring the real reasons for gender inequality at work, asks Catalyst Europe's Allyson Zimmermann?
Thirteen finance companies, including Legal & General and Virgin Money, are aiming to have complete gender parity in senior roles - a 50/50 split - by 2021.
We discuss the key legal developments affecting employers from October 2016 and beyond, including: changes to the national minimum wage rates; reforms to employment tribunals; public-sector exit payments and important case decisions to look out for.
The Business, Innovation, and Skills Committee has launched an inquiry into corporate governance, focusing on executive pay, directors' duties and the composition of boardrooms.
The autumn months promise to be a busy period for HR practitioners as they get to grips with a host of employment law changes. Bar Huberman sets out the top 10 upcoming legislative changes that employers need to be ready for, even though many implementation dates have yet to be confirmed.
We have amended our gender pay gap reporting timeline following the release of the Government consultation for public-sector employers.
Although gender pay gap reporting legislation does not come into force until early 2017, employers may have to collect gender pay gap data from as early as April 2016. HR professionals can use this timeline to get ready for their reporting obligations.
HR and legal information and guidance relating to the gender pay gap.