01 Mar 2017
With the first snapshot date for Gender Pay Gap calculations due less than a month away on 5 April 2017, Croner Reward experts have whittled down essential facts and advice for those employers who have to report their gender pay gap figures.
What you need to know
What are the key dates?
The snapshot date for the Gender Pay Gap calculation is 5 April 2017. Employers are required to publish data on their website by 4 April 2018, and thereafter annually.
Who do the regulations apply to?
If an employer has 250 or more employees on 5 April 2017, the Gender Pay Gap Reporting regulations apply. For those with less than 250, calculating the Gender Pay Gap may still be worthwhile for a number of reasons, for example conveying a responsible and conscientious approach.
What actually needs to be calculated?
Six basic calculations are involved, which are: Mean gender pay gap; Median gender pay gap; Mean bonus gender pay gap; Median bonus gender pay gap; Proportion of males and females receiving a bonus payment, and proportion of males and females in each quartile band.
How is the gap calculated?
A step by step guide can be found within advice provided by ACAS here. Alternatively, Croner Reward pay experts have put together a one-stop Gender Pay reporting solution for employers, and can handle everything from data collection to analysis and extensive advice. Find out more
How do the figures need to be reported?
The information needs to be published somewhere accessible on your own website. You will also need to publish the information on a designated government website. Accompanying this, a written statement will need to be provided confirming that the calculations are accurate, which must be signed by a senior person in the organisation, such as a Director or Chief Executive. The calculations will need to be published annually if there are 250 employees or more. The calculations will be based on the situation at 5 April each year.
What are the penalties of non-compliance?
The government has not created any specific civil or criminal penalties specifically relating to Gender Pay Gap reporting, and instead appear to be relying on a ‘name and shame’ mantra to deter employers. While explanatory notes surrounding the regulations do state that failure to comply with the regulations would be an ‘unlawful act’, there is no specific mention of this in the regulations themselves. Commentators have pointed out that there is no effective provision in the 2006 Act and that this statement is meaningless.
If you have any questions, concerns, or wish to discuss any of the above in more detail, please don’t hesitate to contact a Croner Reward expert here.
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