gender pay

EHRC confirms enforcement action will be taken against employers who fail to publish gender pay gap reports

With one week to go until the deadline for employers of 250 or more employees to report their gender pay gap information, the Equality and Human Rights Commission (EHRC) has confirmed that it will take enforcement action against any employers who fail to report on time. In a statement on 26 March 2018, the EHRC has said it will implement the first stage of its enforcement processes by sending a letter on 9 April 2018 to employers who have failed to report their gender pay gap information.  These employers will have 28 days to comply, or else face the next …

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Gender Pay Reporting Regulations: Are you ready?

In 10 weeks’ time, the deadline for gender pay gap reporting for every employer with  250 or more employees will be here.  The Government estimates that around 9,000 employers will be required to report and, to date, less than 700 have done so – in the region of 7.5%. So if you haven’t completed and published your report, where do you sit on the readiness curve? If you haven’t completed and published your report, are you ready and waiting; do you still have lots to do; or have you actually yet to make a start?  Wherever you sit on the …

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Be Aware: EHRC consults on its approach to enforcement of gender pay reporting regulations

The Equality and Human Rights Commission (EHRC) has published a draft policy paper setting out the approach it intends to take in using its enforcement powers in respect of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 (GPGR). The EHRC is consulting on the draft policy and wants to hear from businesses, representative bodies and anyone with an interest in pay gaps on its planned approach to enforcement. The consultation closes on 2 February 2018. A recap – What do the GPGR require? All private and voluntary sector employers with 250 or more employees in England, Wales and …

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Equal Pay Day puts the spotlight on gender pay gaps

10 November 2017 is Equal Pay Day – the day when women effectively stop earning for the remainder of the year compared to men. This is based on the current (mean) gender pay gap which the ONS has revealed to be 14.1% for women working full-time. The Fawcett Society, the organisation behind the concept of Equal Pay Day, is leading a campaign urging politicians and employers to make a ‘pay gap pledge’ to close the gender pay gap for good.  Following hot on the heels of recent legislation requiring employers to publish their gender pay gaps by April 2018, this …

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The clock is now ticking for employers to publish their gender pay gaps

Today marks the beginning of the one year gender pay gap reporting countdown for every employer with  250 or more employees. Within the next 12 months, each of these employers will have to wrestle with the Government’s new complex regulations, get to grips with the various calculations, and finally publish details of their gender pay gaps on both their own websites and a specially designated Government website.   For many, there will be nervousness in relation to how competitors are managing the process, how they will fare in comparison, and when to ‘push the button’ to make the results publically …

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Gender pay gap reporting: The issues with bonuses

One week from today, 5 April 2017, marks the ‘snapshot’ date on which employers who are in scope need to collect the raw data on which to calculate their mean and median gender pay and bonus gaps under the Equality Act (Gender Pay Gap Information) Regulations 2017. We continue our countdown with a brief look at the issues with bonuses. Bonus pay is defined as remuneration in the form of money, vouchers, securities, securities options or interests in securities that relates to profit sharing, productivity, performance, incentive or commission. Bonus pay comes into play in two different respects under the …

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Gender pay gap reporting: what counts as ‘pay’?

Two weeks from today, 5 April 2017, marks the ‘snapshot’ date for which employers who are in scope need to collect the raw data on which to calculate their mean and median gender pay and bonus gaps. Employers will be required to publish information on their gender pay gap by 4 April 2018. The requirement to assess pay data is the gross hourly rate of pay in the pay period which covers 5 April. Pay is calculated using gross figures, before any deductions for PAYE, National Insurance contributions, pension contributions, student loan repayments and voluntary deductions and takes into account …

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Gender pay reporting: Who is in scope?

ACAS and the Government Equalities Office have published guidance on the gender pay reporting requirements due in force from April.  Employers will be required to publish information on their gender pay gap by 4 April 2018. The guidance leaves a number of questions unanswered, including: Which workers are in scope? We know that the report must include employees, zero hours employees and casual workers, plus other workers who provide personal services. But there are some grey areas: What about contractors who supply their services via their own service company, or an intermediary? The guidance suggests that the contractor would count towards the …

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Gender pay reporting regulations published, to come into force 6 April 2017

The Government has today published the revised draft Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, which are intended to come into force on 6 April 2017. Under the regulations, employers employing 250 or more employees will be required to publish information about the gender pay gap in their organisation. The original draft regulations contained a number of problem areas (Se our Be Aware of 15 February 2016). Whilst some of those problems have been addressed in the new draft, some remain and there are some new problem areas to grapple with. Employees ‘Employees’ are not defined in the …

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Employers must prepare for gender pay gap reporting as IFS report confirms 18% gap

Today’s publication of a report by the Institute for Fiscal Studies brings the gender pay gap into sharp focus once again.  The report confirms that the hourly wages of female employees are currently about 18% lower than men’s on average, and that the impact of taking time out of the workplace for family reasons continues to have a significant impact upon a woman’s pay potential for the remainder of her working life. Although this news is unsurprising – concurring with previous reports – its publication is timely, coming at a point when addressing the gender pay gap is high on …

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