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East Midlands Chamber News

Deadline for gender pay gap reporting

Firms employing more than 250 people have only until tomorrow to comply with gender pay gap reporting rules.

They were given 12 months to comply with the law, which took effect on 5 April 2017.

The results must be published on the firm’s own website and on a Government website.

Each employer must publish four sets of figures – the gender pay gap, the gender bonus gap, the proportion of men and women receiving bonuses and the proportion of men and women in each quartile of the organisation’s pay structure.

To help employers, the Government Equalities Office and Acas have produced guidance notes on gender pay reporting in the private and voluntary sectors, which can be found at https://bit.ly/2aDNnEZ.

An employer must comply with the regulations for any year where they have a 'headcount' of 250 or more employees on 5 April (where the private and voluntary sector regulations apply) and 31 March (where the public sector regulations apply).

A wider definition of who counts as an employee is used when it comes to reporting gender pay gaps. It means some self-employed and agency staff should be included.

There are six calculations to carry out, and the results must be published on the employer's website and a Government website within 12 months. Where applicable, they must be confirmed by an appropriate person, such as a chief executive.

Gender pay reporting is a different requirement to carrying out an equal pay audit.

Employers have the option to provide a narrative with their calculations. This should generally explain the reasons for the results and give details about actions that are being taken to reduce or eliminate the gender pay gap.