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
Gender pay gap reporting can help to close the gender pay gap by encouraging organisations to hire more women and speed up their promotion, a study of organisations in Denmark has suggested.
MPs have accused the government of being too "timid" to hold businesses to account for their gender pay gaps after it refused to take forward a number of recommendations made last year - including lowering the threshold to organisations employing 50 staff or more.
With less than three months left for large employers to publish their second tranche of gender pay gap data, Jo Faragher looks at the 2018 data so far and finds a mixed picture.
The FTSE 100's six female chief executives earn only 54% of the salary of their 94 male equivalents, exposing a substantial pay gap as the UK arrives at Fat Cat Friday.
The first round of gender pay gap reporting was big news in 2018, but how will employers adjust their approach for the second year of reporting? Ruth Thomas from Curo Compensation looks at the measures employers can take to reduce the gap.
We review the key employment law developments of 2018 and the impact of these for HR, including: Brexit; the GDPR; the apprenticeship levy; pay reporting; parental bereavement leave; and family-friendly policies.
Although Brexit dominates the news, there will be a number of important employment law developments in 2019. We set out an eight-point plan so employers can prepare.
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.
HR and legal information and guidance relating to the gender pay gap.