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
A quarter of FTSE 350 companies have only one woman on their board, and there remain five all-male boards, according to the 2018 Hampton-Alexander Review in female leadership in the UK leading companies.
Three-quarters of hiring managers think the gender pay gap could be reduced if interviewees were not asked to disclose their salary, according to research from recruitment company Major Players.
More than 10,000 employers published gender pay gap data for the first time in 2018. XpertHR asked how employees and others responded and what employers plan to do next.
Updated to include the latest pay data from the Annual Survey of Hours and Earnings 2018.
The UK's gender pay gap has fallen to 8.6% for full-time employees - its lowest level yet, according to the Office for National Statistics (ONS).
Updated to refer to the latest national gender pay gap statistics.
We talk to Penne Cecil Hutton about gender pay gap reporting and what steps employers are taking to bridge the gender pay gap within their organisations.
A quarter of gender pay gap reports submitted for the 2018/19 reporting period are non-compliant, according to independent analysis.
Nearly two-thirds (61%) of women would take an organisation's gender pay gap into consideration when looking for a new job, suggesting that those with larger pay gaps could be missing out on talent.
Almost two-thirds of the British public incorrectly identified what the gender pay gap is and confused it with the issue of unequal pay, a YouGov survey has found.
HR and legal information and guidance relating to the gender pay gap.