3 months until Gender Pay Gap Information must be published

Posted by Brabners

Fri 05th, Jan

It’s been on the radar for some time but today marks 3 months until the date by which private and voluntary sector employers with 250 or more employees need to publish their gender pay gap information.

The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, which came into force in April last year, require analysis and publication of the gender pay gap information based on six compulsory calculations that are aimed at exposing gender pay gaps by no later than 4 April each year. The first such report is required by 4 April 2018.

Where a gap exists (and in most organisations, it’s more than likely to, in April 2016 the ONS recorded the gender pay gap in the UK as a whole as being 18.1%) then employers should question the causes of the gender pay gap in their organisations and, it is hoped, will consider the measures they can take to narrow it.

Crucially, once employers publish their gender pay gap reports, it will also be existing employees, potential job applicants, customers, contractors, suppliers and clients that may question why there is a gap and what steps are being taken to address this.  In the government’s consultation response, the Young Women’s Trust was cited as reporting that 84% of women surveyed, aged 16 – 30, would consider an employer’s gender pay gap before applying for a job.

As at 21 December over 450 employers (including some public sector employers) have already published their information.

If you haven’t yet published the required information we can help by advising on compliance with this new regime, reviewing your draft reports, advising on tricky areas such as:

  • casual workers;
  • overseas employees;
  • pension contributions;
  • bonus payments; and
  • share options.

We can also assist you with drafting a narrative that explains any gender pay gap and details strategy for reducing it.

In some circumstances, seeking advice may also bring the benefit of legal professional privilege against information and draft reports/data that would otherwise be disclosable in legal action, such as Equal Pay claims.

Don’t delay- the clock is ticking loudly now for reports to be published for 2017 by 4 April 2018.

For further information, please contact: 

Susan McKenzie                           Lee Jefcott
Solicitor, Employment                   Partner, Employment and Pensions


Author: Susan McKenzie

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