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. There are a variety of factors behind it, including the impact on women's career progression of taking time out of the labour market to have children, and career choices, with typical “male” subjects such as IT and science often leading to higher-paid roles.
To address the issue, the Government introduced a requirement for all large organisations to publish their gender pay gap. This involves producing six key metrics, including the difference in the mean and median pay and bonus pay of men and women, along with the proportion of men and women in each of four quartile pay bands.
The deadline for employers to report their gender pay gaps passed at midnight on 30 March for those in the public sector, and at midnight on 4 April for those in the private and voluntary sectors. At that point, 10,016 organisations had uploaded their data to the government gender pay gap reporting website to appear in a publicly available league table.
Although some organisations are expected to report their data later than the legal deadline, we have conducted a short analysis of the data published by 5 April.
Fiona Cuming, employment law editor
We round up our key content on April employment law changes.
Updated to include information on the enforcement suspension due to the coronavirus outbreak.
Enforcement of the gender pay gap reporting requirements has been suspended this year due to the coronavirus outbreak, the Government Equalities Office and the Equality and Human Rights Commission have announced.
Updated to include information on the Government's announcement that it has suspended enforcement of the gender pay gap reporting deadlines due to the coronavirus outbreak.
Updated to reflect that enforcement of gender pay gap reporting is suspended due to the coronavirus outbreak.
Each April, HR professionals must ensure that their organisation complies with the latest round of amended employment laws and deadlines. As well as dealing with the ongoing impact of coronavirus (Covid-19), important issues for HR in April 2020 include changes to written statements of terms and conditions, the introduction of parental bereavement leave and pay, and changes to the law on calculating holiday pay for workers with irregular hours.
There have been exhaustive discussions on the gender pay gap, but what about the huge chasm between women's pension wealth and what men are able to accumulate for retirement? Nikki Thompson explains.
The original aim of gender pay gap reporting was to shed light on pay discrepancies and apply enough pressure to drive gender parity in wages. But after two rounds of reporting, significant change is still to happen. Should the government sharpen its pencil, asks Ruth Thomas?
Making predictions for the workplace is fraught with risk but Emma Shipp and Lynne Adams take a punt on technological change, new legislation, societal trends and, yes, Brexit, to lay out the likely challenges for HR professionals over the next 10 years.
Up to 1,600 organisations may have made mistakes in their gender pay gap calculations, with many calculating the median or pay quartiles incorrectly.
HR and legal information and guidance relating to the gender pay gap.