Does your business have 250 plus employees, as at 5 April 2017? If the answer is yes, Gender Pay Gap reporting is something that your business must be aware of, and we can assist you with this.
The Gender Pay Gap refers to the difference between women’s and men’s average weekly full-time earnings, and it is expressed as a percentage of men’s earnings. The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 legislation, requires employers with 250 plus employees (at the ‘snapshot’ date, being 5 April 2017), to publish statutory calculations every 12 months’ to show if there is, and if so, what the pay gap between female and male employees is. Whilst the regulations came in to force in April 2017, and currently will only affect employers with 250 plus staff, we would suggest that those business’ who are nearing that threshold should consider the advantages of preparing such a report.
Gender pay reporting is a different requirement to that of carrying out an equal pay audit. An Equal Pay Audit involves comparing the pay of men and women doing the same jobs, similar jobs, or work of equal value within an organisation. Equal pay means that men and women in the same employment, performing equal work must receive equal pay, as set out in the Equality Act 2010.
Our Employment Lawyers can assist your business with carrying out both Gender Pay Gap reports and Equal Pay Audits if these are required.