Do gender pay gap reporting obligations apply to my organisation? What employees do we include in the calculations? What counts as "ordinary pay" and "bonus pay"? Where do we publish the final figures? We answer five questions HR professionals have been asking about the new gender pay gap reporting duty.
The first "snapshot date" for gender pay gap reporting is 5 April 2017, with larger employers having to publish their first gender pay gap report no later than 4 April 2018. We look at what organisations need to consider when writing a gender pay gap report.
Today is the first "snapshot" date that large employers must use to report their gender pay gap. Private- and voluntary-sector organisations in England, Scotland and Wales with 250 or more employees must calculate their gender pay and gender bonus gaps as they are on 5 April each year.
We discuss the requirement for public-sector employers with 250 or more employees to report their gender pay gap information.
Updated to reflect that the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 are in force from 31 March 2017, introducing the gender pay gap reporting duty for public authorities.
Two-thirds (65%) of women and 27% of men would not apply for a job at a company where "men and women are not equally paid for equal work", according to a poll by Glassdoor.
The run-up to April is typically a busy time of year for HR professionals, with new employment legislation due to come into force. 2017 is no exception, with the most significant development being the introduction of the gender pay gap reporting duty for larger employers. However, there are a number of other key changes affecting all employers, regardless of their size.
HR and legal information and guidance relating to the gender pay gap.