The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 are now in force. Large employers will now need to calculate their gender pay and bonus gaps and publish these figures by 4 April 2018 at the latest.
This mandatory gender pay gap reporting legislation applies to private and voluntary sector organisations with 250 or more employees. Similar requirements came into force for most public sector organisations in England on 31 March 2017.
Are you ready?
The Equality Act 2010 (Gender Pay Gap Information) Regulations 2016 (the 'Regulations') require affected employers to publish, annually, six pieces of prescribed information about the pay and bonus of men and women in their organisation.
Such information must be assessed as at the 5 April each year (known as the 'snapshot date').
The gender pay information must be signed off as accurate by a director (or equivalent in non-company structures) and organisations must publish it on their websites so that it is accessible to all its employees and the public. Gender pay information must be kept on-line for three years. There is also a requirement to download the information to a government website.
Whilst it is not a legal requirement, most organisations will probably wish to include some narrative with their gender pay gap figures in order to give context.
Our gender pay checklist provides a list of actions for employers preparing their gender pay reports.
For more detail on the requirements of the Regulations, see our previous article.
ACAS has now finalised its non-statutory guidance on the Regulations.
This document is for informational purposes only and does not constitute legal advice. It is recommended that specific professional advice is sought before acting on any of the information given.