The gender pay gap is the difference in average pay between the men and women in your workforce.
It is different to equal pay, which means you must pay men and women the same for equal or similar work.
If you are an employer with 250 employees or more, you must now publish your gender pay gap data every year.
When did the requirements come into force?
From Thursday 6 April 2017 for private and voluntary employers with 250 or more employees.
From Friday 31 March 2017 for public bodies in England with 250 or more employees.
Scottish and Welsh public authorities are already subject to regulations that include gender pay gap reporting.
What do employers need to calculate and publish?
Employers need to publish six calculations showing:
- mean gender pay gap in hourly pay
- median gender pay gap in hourly pay
- mean bonus gender pay gap
- median bonus gender pay gap
- proportion of males and females receiving a bonus payment
- proportion of males and females in each pay quartile
Mean is the average hourly rate of pay, calculated by adding the hourly pay rate for employees then dividing by the number of employees.
Median is the middle hourly pay rate, when you arrange your pay rates in order from lowest to highest.
Acas and the Government Equalities Office (GEO) have published helpful and practical guidance on managing gender pay reporting.
Where do I publish my gender pay gap data?
When do I have to publish the data?
By April 2018 and then once a year, every year.
What happens if I don’t publish my gender pay gap report?
By law, you must publish your gender pay data every year. If you don’t do this within 12 months of the relevant reporting period the Equality and Human Rights Commission could take action against you.
Where there is evidence that companies are not publishing their data, we will take the necessary steps to make sure they do. We may decide to improve companies’ awareness and understanding of this new requirement. If we receive evidence that a company has failed to publish its pay gap information, we may help them to improve their practice through pre-enforcement work (trying to solve the problem through informal action and cooperation).
How does the Commission monitor the gender pay gap?
Our research has found that there are still substantial pay gaps across Britain. In 2016 the gender pay gap stood at 18.1%, the ethnicity pay gap at 5.7%, and the disability pay gap at 13.6%.
We will, this year, publish a report that will help employers to look at possible causes of their pay gap and suggest actions they can take to reduce it. We will also make recommendations to government to help close the gender pay gap across Britain.
Read the Acas and GEO guidance on managing gender pay reporting.
Visit the government gender pay gap reporting website.
If you are involved in an employment dispute or are seeking information on employment rights and rules, you can visit the Advisory, Conciliation and Arbitration Service (Acas) website or phone for advice.
Freephone: 0300 123 1100 (8am to 8pm Monday to Friday and 9am to 1pm on Saturday)
Text relay service: 18001 0300 123 1100.
Last updated: 10 Apr 2017