The Gender Pay Gap Reporting Regulations have finally come into force today. Designed to increase transparency around pay differences between males and females in the workplace, the rules will apply to employers with 250 or more members of staff as at 5th April in each year. It is estimated that over 8000 private and third sector employers will be affected. The new rules apply primarily to the private and third sector, but not the public sector, as separate rules apply to public sector employers.
Employers need to start planning now:
- to ensure they meet the necessary reporting requirements;
- to analyse in advance the data produced by reports; to identify any consequences;
- and to decide on the appropriate steps to take if issues are identified.
The “gender pay gap” differs from “equal pay”. Gender pay gap is concerned with the statistical differences in pay between males and females averaged out across an organisation, at a particular point in time and no matter what the roles are. In contrast, equal pay law can provide a remedy if there are pay differences between men and women who carry out the same or similar jobs, or work that should be equally valued.
Get in touch
If you would like to find out more about Gender Pay Gap reporting and how it may affect your business - as well as how to deal with its requirements - please get in touch with a member of our team.