Regulations requiring employers with 250 or more employees to publish information on their gender pay gap are expected to be laid before Parliament later this year. The Government has said that, subject to parliamentary approval, the legislation should come into force in early 2017.
The draft Equality Act 2010 (Gender Pay Gap Information) Regulations 2016, published in February 2016, apply only to private- and voluntary-sector employers. However, the Government has announced that it intends to extend the duty to public-sector employers with 250 or more employees.
Public-sector gender pay gap reporting confirmed
The Government has announced the proposed timetable for gender pay gap reporting in the public sector, which is expected to mirror the private-sector regime.
FAQs
- Which employers will be covered by the gender pay gap reporting duty?
- When does the gender pay gap reporting duty come into force?
- What information will employers be required to publish under the gender pay gap reporting duty?
- How is pay defined for the purposes of reporting an organisation's gender pay gap?
- What is the relevance for employers of April 2016 in relation to gender pay gap reporting?
- Do employers have to publish an explanation of their gender pay gap figures?
- What are the potential consequences for employers of non-compliance with the gender pay gap reporting duty?
- How does an employer calculate how many employees it has for the purposes of the gender pay gap reporting duty?
- If an organisation has 250 or more employees in total but fewer than 250 who are based in Great Britain, is it covered by the gender pay gap reporting duty?
- When calculating their gender pay gap, how should employers report the pay of employees who are on maternity leave, or other family leave?
- When calculating their gender pay gap, should employers use the actual pay of part-time workers, or a full-time equivalent figure?
- When calculating their gender pay gap, how should employers treat staff on zero hours contracts?
- Should agency workers and contractors be included in the calculation of an organisation's gender pay gap?
- How is bonus defined for the purposes of reporting an organisation's gender pay gap and gender bonus gap?
- Is overtime included when calculating hourly pay for the purposes of the gender pay gap reporting duty?
How to
News
- Public-sector gender pay gap reporting confirmed
- Gender pay gap reporting moves a step closer
- Draft gender pay reporting Regulations published
Audio and video
Legal guidance
- Gender pay gap reporting timeline: key dates for HR
- Gender pay gap reporting: the draft legislation examined
- How to get ready for gender pay gap reporting
- Three key principles for gender pay transparency
