Deadline approaches for reporting gender pay gap

BUSINESSES facing a looming deadline to upload information about their gender pay gap are being offered help in compiling their data.

The Gender Pay Gap reporting regulations came into effect last year, with organisations in Great Britain with over 250 employees being required to publish their results on their website and upload them to a Government website by April 4.

Employers need to report on six different pieces of information that are required on the total workforce population:

  • PAY GAP, MEAN AND MEDIAN - This is the difference in hourly pay of male and female full-time relevant employees per April time period snapshot, expressed as a percentage of the hourly pay of male relevant employees. This means that a positive number indicates men earn more than women; a negative number will mean the reverse. Pay is reported as both ordinary pay and bonus pay.

    • BONUS PAY GAP, MEAN AND MEDIAN - This refers to the bonus pay paid to male and female relevant employees during the 12 months prior to the snapshot date, expressed as a percentage of the bonus pay paid to male relevant employees.

    • BONUS PAY PROPORTION - Bonus pay proportion refers to male relevant employees who received a bonus in the 12 months, expressed as a percentage of the male relevant employees; female relevant employees who received a bonus in the 12 months, expressed as a percentage of the female relevant employees.

    • QUARTILES - Organise workforce into evenly sized quartiles based on ranking of all full-pay individuals from highest to lowest by hourly rate of pay. Report on each quartile the number of full-pay male and females in each quartile as a percentage of the total in the quartile.

Failure to report is ‘an unlawful act’ and the Equality and Human Rights Commission (EHRC) can take enforcement action. They may open an investigation if they suspect a considerable pay gap is being hidden by employers. Reputational risks are also a consideration if employers fail to comply with the regulations.

For more information about reporting gender pay gap figures and how to calculate your company’s results, check out this guide.