What information are employers required to publish under the gender pay gap reporting duty?

The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 (SI 2017/172) set out the details of the gender pay gap reporting duty for private- and voluntary-sector employers. Under the Regulations, employers are required to publish:

  • the difference in mean pay between male and female employees;
  • the difference in median pay between male and female employees;
  • the difference in mean bonus pay between male and female employees;
  • the difference in median bonus pay between male and female employees;
  • the proportions of male and female employees who were paid bonus pay; and
  • the proportions of male and female employees in each quartile of their pay distribution.

The pay information must be based on data from a snapshot date of 5 April every year. The bonus information must be based on the preceding 12-month period. For example, when publishing information about the snapshot date of 5 April 2018, the bonus information must be based on the 12 months leading up to 5 April 2018. Employers have 12 months from the snapshot date each year in which to publish the information, meaning that publication of information about 5 April 2018 is required no later than 4 April 2019.

The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 (SI 2017/353) set out an equivalent duty for the public-sector employers in England. The public-sector duty mirrors that for the private and voluntary sectors, with one significant difference being that the snapshot date for gathering data each year is 31 March, not 5 April.