Gender Pay Gap Reporting
The gender pay gap reporting deadline of 4 April 2018 is looming, yet the vast majority of employers are still to publish their report.
The regulations require organisations with more than 250 employees to publish:
- the difference between the mean and median hourly pay for full-time male and female employees;
- the difference between the mean and median bonuses paid to men and women;
- the proportion of male and female employees who received a bonus; and
- the proportion of male and female full-time employees in the lower, lower middle, upper middle and upper quartile pay bands.
Employers must publish their gender pay gap report on their website, and upload the information to GOV.UK. Those who have not yet registered on the site may want to consider doing so now (even if they publish their report later, by 4 April) as we understand that the Government Equalities Office are considering "naming and shaming" those who have not yet registered, even before the deadline for reporting passes. The information is then available to the public (and, indeed, staff members) online here.
Many employers may be waiting to see their competitors' reports. We recommend companies ensure they have a clear narrative, to give context to the figures, explain the steps being taken to address the issue and help pre-empt queries from staff and clients/customers alike.
If you would like any further information on how the points raised could impact you, please contact Jane Amphlett.