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 is introducing a completely new requirement for all large organisations to publish their gender pay gap. Employers will need to publish six key metrics, and the information will need to include the difference in hourly earnings as well as the gap in bonus pay.
Regulations for the private and voluntary sectors come into force on 6 April 2017, although the information you publish will need to reflect bonuses paid as early as April 2016. The Government has also published 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 will 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).
Bar Huberman, senior employment law editor
Two-thirds (65%) of women and 27% of men would not apply for a job at a company where "men and women are not equally paid for equal work", according to a poll by Glassdoor.
The run-up to April is typically a busy time of year for HR professionals, with new employment legislation due to come into force. 2017 is no exception, with the most significant development being the introduction of the gender pay gap reporting duty for larger employers. However, there are a number of other key changes affecting all employers, regardless of their size.
More FAQs answering your questions on the gender pay gap reporting duty have been added to XpertHR.
HR and legal information and guidance relating to the gender pay gap.