Gender Pay Gap Reporting

4th April 2018 is the deadline for all employers who are within the scope of the gender pay gap reporting obligations.

In recent months this has been a hot topic of conversation within the media, most noticeably within the BBC whereby broadcasters pay has been in the spotlight, since the BBC published the salaries of top talent towards the end of last year.

This list showed that Radio 2’s Chris Evans topped the list earning more than £2m, whilst the highest paid female was Strictly Come Dancing presenter Claudia Winkleman on between £450,000 and £499,99

A review of presenter pay for the BBC carried out by PWC stated that there was a lack of clarity and openness about the basis for pay decisions, however it found no evidence of gender bias in pay decision making.

This has led to some high profile presenters rejecting the report’s findings and in some cases most noticeably the BBC’s former China editor Carrie Gracie resigning from her role in protest at inequalities after learning that fellow male co-reporters undertaking the same roles as her were earning more.

So what is the Gender Pay Gap Reporting all about?

Basically it is a new requirement for organisations to report the difference between the average male and female pay, expressed as a percentage of male pay. It is the government’s intention for gender pay gap reporting to use the data as a way of tackling inequality between men and women.

So if you are a private organisation and have 250 or more employees (including agency workers) on the snapshot date, 5th April 2017, then you will be required to report Gender Pay Gap within your organisation by the 4th April this year.

The information that should be published in regards to the snapshot date is as follows:

• The difference in the average , both mean and median, hourly rate of pay between male and female relevant employees

• The difference between the average, both mean and median bonuses paid to male and female employees

• Proportion of male and female employees who receive bonuses

• Relative proportions of male and female employees in each quartile pay band of the workforce

Reporting on the Gender Pay Gap will be an annual occurrence. So whether or not you have had to report it this year you should check your head count on the 5th April this year. If you do have 250 or more relevant employees you will need to make a note in your diary for next year and report it by 4th April 2019.

Furthermore and if you employ 250 or more employees then you should publish your gender pay gap data on both your website and the governments dedicated website

For further information on the Gender Pay Gap Reporting please visit www.acas.org.uk/genderpay or www.gov.uk/guidance/gender-pay-gap-reporting-overview