Organisations with 250 or more employees will have to report on their gender pay gaps at the very latest by 4 April 2018. In order to be able to do this, by the ‘snapshot date’ of 31 March 2017 (public sector employers) or 5 April 2017 (private and voluntary sector employers), you will have to have pulled together some basic information about your employees which will enable you to calculate your gender pay gap and publish your first report on your own website and on a government site. Early reporting is encouraged and you can publish your information from April 2017 onwards.
This guide summarises the regulations, defines what the gender pay gap is, how it differs from equal pay, and what its causes are. It also looks at why the gender pay gap needs to be tackled, looks at the detail of the regulations and how to calculate your gender pay gap.
The guide offers suggestions on how you might close the gap; looks at the reporting requirements and at how good communications will help you to explain your gender pay gap figures to the wider world.
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In this video interview, Peter Cheese, CEO at the CIPD, shares his reflections and thoughts on gender pay pap reporting and the need to create better workplaces.
Watch the interview with Sheila Wild, founder of the Equal Pay Portal
In this video, Sheila Wild, founder of the Equal Pay Portal, outlines the new gender pay gap reporting regulations. She explores why they’re important for business as well as some of the challenges organisations may face in reporting on the new gender pay gap measures.
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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.
Greater transparency will shine a light on the factors contributing to the global gender pay gap and help identify what can be done to close it