09 December 2016
Gender Pay Gap Information added to Equality Act 2010
After a long wait, the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 have been published. They set out how employers should calculate and report on the gender pay gap within their organisation from April 2017.
They set out how employers should calculate and report on the gender pay gap within their organisation from April 2017.
The key points to note are that:
- The reporting regime applies to all private sector employers with 250 or more employees (which is widely defined but excludes partners).
- Employers must publish the mean and median hourly pay gap between men and women, based on the pay period containing 5 April each year (the “snapshot date”). “Pay” for this purpose includes any bonuses paid in that pay period but you can exclude those on maternity leave etc..
- Employers must also report the annual bonus gap between men and women, again using the snapshot date, together with the proportion of male and female employees who received a bonus that year.
- There is an additional obligation to publish the numbers of men and women in each of four quartile pay bands.
- The first calculation date is April 2017. The data must be published on the employer’s website by April 2018, remaining there for three years. In addition, the report must be uploaded to a new government website.
Meanwhile, the Government has published a tool entitled Find the Gender Pay Gap for Your Job, although currently the web page seems to have crashed!
However, employment partner Jo Davis understands that, in relation to HR Professionals, women hold 68% of HR jobs and on average they are paid 1.9% more than men.