Ask Your Expert – Gender Pay Gap Reporting I Have Heard That Some Companies Need To Publish Information About The Gender Pay Gap In Their Organisation – Does This Apply To Me?
In April 2017, the
Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 came into effect. Commonly referred to as ‘Gender Pay Gap Reporting’, these rules oblige employers with over 250 staff to publish information about the Gender Pay Gap in their organisation.
The Gender Pay Gap is the fact that women generally get paid less than men. Equality legislation is now 4 decades old and whilst the UK Government proclaim that the gap is the lowest that it has ever been, there still remains a gap.
There may be many explanations as to why any particular organisation has a gap. These explanations may well be reasonable and non-discriminatory. However, the UK is working to reduce the gender pay gap and create a more balance fairer society.
Accordingly, large employers with over 250 staff must annual publish the following information: mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees median hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees mean bonus pay paid to male relevant employees and that paid to female relevant employees median bonus pay paid to male relevant employees and that paid to female relevant employees proportions of male and female relevant employees who were paid bonus pay proportions of male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands
Every employer must publish this data on their website and a specific centralised UK Government website. This ensures that the information is available to the public.
Whilst there is no obligation to explain or address a gender pay gap, it is wise to do so in order to show that any gaps are not the result of discrimination but as a result of another factor and/or that you are an equal opportunities employer and intend on reducing the gender pay gap.