There is frequent media attention given to the differences between what men and women earn in the workplace, despite the existence of legislation to prevent unequal treatment of workers based on sex.
The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 came into effect on 6 April 2017 and employers with more than 250 employees now have duties to publish certain information on the Gender Pay Gap. Further detail is explained below.
Gender Pay Gap Reporting: Who
If you have more than 250 employees (as at 5 April in any year) you are now required to present certain information about the pay gap between your male and female employees. Worth noting that this is total number of employees, and not just full time equivalents. This applies to all employers and there are no exemptions.
Gender Pay Gap Reporting: What
- Mean and median pay gap between male and female employees
- Mean and median bonus pay gap between male and female employees
- Proportion of males and females receiving any bonus
- Proportion of males and females in each pay quartile.
These stats will need to be published on your website and they will also be published on a government website. In certain cases, they must also be confirmed in a written statement by an appropriate person, such as CEO
Gender Pay Gap Reporting: Why
This is an extension to the 2010 Equality Act and is supposed to address inequality in the workplace by highlighting any differences in the above measures. The first complete report will therefore be available from 4 April 2018 covering all employers. We expect to see league tables and press coverage of the best and worst performers.
Gender Pay Gap Reporting: When
These requirements came into effect from 5 April 2017 and you will have one year to publish the figures for the previous year’s information.
For more information and guidance on gender pay gap reporting or other people solutions issues, please contact People Solutions Director Ed Hussey by calling 01784 497105 or by email on email@example.com
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