Gender Pay Gap

Jan 05 2017

Employers in the private, voluntary and charity sectors with 250 or more relevant employees as at 5th April 2017 will be required to report on Gender Pay Gap statistics.  Currently, this is draft legislation and may be subject to change.  There is also a similar reporting requirement proposed for the public sector.  This is expected to be introduced for April 2018.

Reporting will be on a snapshot of gross hourly pay during the pay period including 5th April and bonuses paid in the previous year. This will be an annual requirement starting in 2017 with the deadline for publication of the results being 4th April of the following year.

Publication of results must be to a government website (TBA) and to the employer’s own website.  The data must be in English and available to all employees and to the public.  A declaration confirming the veracity of the figures must also be displayed, signed by a senior official of the company.  The employer may also wish to include some explanatory remarks and an action plan if appropriate.

The data must show the following

  • Difference in mean pay between male and female employee
  • Difference in median pay between male and female employees
  • Difference in mean bonus payments between male and female employees in the previous 12 months
  • Difference in median bonus payments between male and female employees in the previous 12   months
  • Proportion of males and females who received a bonus in the 12-month period prior to 5th April
  • Percentage of male and female employees in each quartile of hourly pay values.

Definitions:  ‘Employees’ are those workers who are covered by section 83 of the Equality Act 2010.  ‘Pay’ is as defined by the Office of National Statistics.

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