Gender pay gap reporting: more FAQs
New FAQs answer questions on the gender pay gap reporting duty. They are based on questions you have submitted to XpertHR.
- When calculating their gender pay gap, how should employers report the pay of employees who are on maternity leave, or other family leave?
- When calculating their gender pay gap, should employers use the actual pay of part-time workers, or a full-time equivalent figure?
- When calculating their gender pay gap, how should employers treat staff on zero hours contracts?
- Should agency workers and contractors be included in the calculation of an organisation's gender pay gap?
- How is bonus defined for the purposes of reporting an organisation's gender pay gap and gender bonus gap?
- If an organisation has 250 or more employees in total but fewer than 250 who are based in Great Britain, is it covered by the gender pay gap reporting duty?
- How does an employer calculate how many employees it has for the purposes of the gender pay gap reporting duty?
- Is overtime included when calculating hourly pay for the purposes of the gender pay gap reporting duty?
The Equality Act 2010 (Gender Pay Gap Information) Regulations 2016, which are still in draft form, may be amended before they come into force. These FAQs will be updated when any amendments to the Regulations are announced.