Amy Douthwaite & Marian Bloodworth consider the implications of the gender pay gap reporting rules
- Calculating the threshold number of employees and working out who is in scope is not as simple as it might first appear.
- The internal and external implications of gender pay gap reporting should not be underestimated.
The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 (the Regulations) came into force on 6 April 2017, requiring larger employers to produce an annual report on their gender pay gap.
The first report must be published by 4 April 2018 on data as at the snapshot date of 5 April 2017 and annually thereafter. There are many legal and practical issues for employers to consider.
The basic obligation
Employers with 250 or more employees as at 5 April must report the following metrics:
- the difference in mean hourly pay of male and female employees;
- the difference in median hourly pay of male and female employees;
- the differencein mean bonus pay for the previous 12 months of male and female employees;
- the difference
