Gender Pay Gaps – Update

gender pay gaps - Payroll - York Leeds

The new duty requiring big employers to publish data on their gender pay gaps will come into effect in April 2017.

The Equality Act 2010 Regulations 2017 come into force on 6th April (not in Northern Ireland) They require employers in the private and voluntary sector organisations with 250 or more employees to report certain information on gender pay and publish on their website for three years.

What data must be published?

Employers are required to publish six metrics:

  • The difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees ( ‘the mean gender pay gap’);
  • The difference between the median the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees (‘the median gender pay gap’);
  • The difference between the mean bonus pay paid to male relevant employees and that of female relevant employees (‘the mean gender bonus gap’);
  • The difference between the median bonus pay paid to male relevant employees and that of female relevant employees (‘the median gender bonus gap’)
  • The proportions of male and female relevant employees paid bonus pay (‘the proportions of men and women getting a bonus’); and
  • The proportions of male and female relevant employees in the lower, lower middle, upper middle and upper quartile pay band (‘the proportion of men and women in each of four pay quartiles’).

Publication is not compulsory before 4th April 2018, reporting will cover 5th April 2017 (6th April 2016 to 5 April 2017 for bonuses).

For more information please visit: www.acas.org.uk

If you would like any advice on this subject, our payroll team will be happy to help.

Contact us at hello@garbutt-elliott.co.uk – 01904 464 100. Or fill in the contact form below: