2019 brings with it the second round of gender pay gap reporting figures. The statistics for those firms who have already published their April 2018 figures show that approximately 40% have reported a widening of the gap from the previous year. In response, the Government Equalities Office said, "Closing the gender pay gap is not a quick fix, and employers may take time to see their gap close as they implement long term action plans".
What are the reporting requirements?
Under the regulations, UK employers with 250 or more employees will be required to publish annually:
- the overall mean (average) and median (mid-point in the data) difference between male and female pay across their workforce
- the proportion of male and female employees who were paid bonuses or other incentives during the relevant year
- the mean and median difference between bonuses and incentive payments for male and female employees, and
- the proportion of male and female employees in each quartile of the workforce.
In this context, employees include workers, apprentices and also some consultants, if they have a contract to do work personally.
The information must be published on the employer's website annually and remain there for at least three years. The information must also be accompanied by a written statement, signed by a director, confirming that it is accurate. In scope employers will also have to submit evidence of compliance to the government by uploading the data to the government-sponsored website (see https://gender-pay-gap.service.gov.uk/).
Whilst not a requirement, many employers will also want to include a narrative along with the figures, to provide some context, and the government is encouraging this. The vast majority of our clients who were required to publish their gender pay gap figures by 4 April 2018 included a detailed narrative with their submissions which have the dual effect of explaining the reasons behind the figures both internally to staff and externally to the general public. We anticipate that this will very much be the same for this year's figures especially where the figures show a widening gap that requires explanation.
Gender Pay Gap Reporting
UK employers with 250 or more employees are required to publish various figures to show the gender pay gap in their workforce.
This reporting requirement was introduced from 6 April 2017 under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 and so the second round of figures (based on data on 5 April 2018) is due to be reported by 4 April 2019.