Organisations with 250 or more employees have to report on their gender pay gaps. Find out what you need to consider
Organisations with 250 or more employees have had to report their gender pay gaps annually since 2017. To do this, you need to pull together some basic information about your employees to enable you to calculate your gender pay gap. You need to publish your gender pay gap report on your own website and on a government site by 30 March each year if you are a public sector organisation, or by 4 April each year if you are a private or voluntary sector organisation. We have provided some resources and guidance on the subject to help you with this.
For more information on equal pay for equal value, equal pay audits, comparable worth, equal pay law and case law visit our Equal pay topic page.
Find out what a gender pay gap report should be and the benefits of adding a narrative statement
Research shows that the people profession needs more support to fulfil its role in closing the gap
From 6 April 2017 employers in Great Britain with more than 250 staff are required by law to publish their gender pay gap information, covering pay and bonuses. The CIPD has published its 2018 figures, and the action plan it has put in place to reduce the gap.
Guidance to help employers in the UK comply with the reporting requirements
Episode 124: Discover the implications of the new gender pay gap reporting legislation and the impact it could have on organisations, employees and HR
A joint webcast brought to you by CIPP and the CIPD, designed to help you to write a positive narrative to support your organisation's gender pay gap results. This resource is only available to CIPD members.
In this webinar, we discuss the requirements of the regulations, who they cover, the pros and cons of publishing the data, and what it means for organisations.
View upcoming events, access the resources or read the overview of the reporting process here.
