Stephen Levinson lays bare the flaws & imperfections of the Gender Pay Gap Regulations
- Inadequate enforcement & sanctions
- The regulations exclude a “partner in a firm” and a member of an LLP
New rules under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, which will apply to private sector organisations with 250 or more employees mean employers will be required to calculate on an annual basis the mean and median hourly pay gap between the sexes as at 5 April each year, a date to be called the “snapshot date”. This information must supplied to government and published on the organisation’s web site, where it must be retained for at least three years. There is a permitted time lag of one year so the first deadline for publication will be 4 April 2018.
In addition employers within scope have to publish the annual bonus gap between the sexes and state the proportion of men and women who received a bonus in the year. There is an additional requirement to break down the figures among the workforce
