Reporting the gender pay gap:

The steps businesses need to take to report on gender pay. 

The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 impose obligations on employers with 250 or more employees to publish information relating to the gender pay gap in their organisation by:

  • 31 March 2018 – for public sector organisations
  • 5 April 2018 – for other businesses and charities.

Reporting businesses should nominate someone to manage the reporting (e.g. an HR director) who needs to:

An employer must publish six calculations showing their:

  1. average gender pay gap as a mean average
  2. average gender pay gap as a median average
  3. average bonus gender pay gap as a mean average
  4. average bonus gender pay gap as a median average
  5. proportion of males receiving a bonus payment and proportion of females receiving a bonus payment
  6. proportion of males and females when divided into four groups ordered from lowest to highest pay.

An employer must comply with the regulations for any year where they have a ‘headcount’ of 250 or more employees on 5 April (where the private and voluntary sector regulations apply) and 31 March (where the public sector regulations apply), but employers of all sizes should consider the advantages.

The definition of ‘employee’ for gender pay gap reporting includes:

  • people who have a contract of employment with your organisation
  • workers and agency workers (those with a contract to do work or provide services)
  • some self-employed people (where they must personally perform the work)

You will be able to find the reports by employers with 250 or more employees on their gender pay gap on the government’s online service