Organisations with 250 or more employees must report on their gender pay gap figures annually.*
It is important for people professionals to put the figures into context for customers, employees and other stakeholders, and set out the action they plan to take to address the gap. Any gender pay gap is likely to reflect a combination of internal and external factors that need to be examined.
COVID-19: the Equality and Human Rights Commission (EHRC) has announced that enforcement of gender pay gap reporting will be put back until 5 October 2021 in response to the continued effects of the pandemic on organisations. Although this gives employers an extra six months in which to report, the EHRC urges employers to report on time – by 30 March or 4 April depending on sector – if they possibly can.
Read our CIPD blog to find out how reporting gender pay gap figures this year will help organisations ‘build back better’.
Our comprehensive guide explains what the gender pay gap is, what causes it, and why it needs to be tackled. It provides an overview of how the regulations work, which organisations they apply to, and how to report your figures. The guide sets out how to communicate a gender pay gap effectively to your employees and the wider world, and plan actions to close it.
The guide should be read alongside our supplementary guidance on reporting during the COVID-19 pandemic.
* These provisions are not yet in force in Northern Ireland
Download the guide and our supplementary guidance:
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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.
While employers talk a lot about equality, many do little to make this a reality. But it doesn’t have to be this way, argues Verena Hefti.