Organisations with 250 or more employees in England, Scotland and Wales must publish their gender pay gap figures annually. These provisions are not yet in force in Northern Ireland.
COVID-19: In 2021, the Equality and Human Rights Commission (EHRC) postponed the enforcement of gender pay gap reporting until October in response to the continued effects of the pandemic on organisations. This year, the usual reporting deadlines apply: 30 March 2022 for public authority employers, and 4 April 2022 for private or voluntary sector employers.
Any gender pay gap is likely to reflect a combination of internal and external factors that need to be examined and explained to customers, employees, and other stakeholders. Uploading an action plan on your website, alongside a narrative, lets people know what action you are planning to take to address the gap, and that you are serious about doing so.
The current gender pay gap reporting requirements are being reviewed by the Government. If any changes are made, it’s likely they will come into effect from 2023. In the meantime, to help reduce the pay gap, the Government is launching a transparency pilot: participating employers commit to listing salary details on job adverts and removing questions about salary history during recruitment.
Download our guidance on reporting for the COVID-19 pandemic period:
Explore our related content
Find out what fair pay can mean, what pay information UK employers must disclose by law and the opportunities pay narratives bring.
Explore the CIPD’s point of view on gender equality at work, including actions for Government and recommendations for employers
A look behind our gender pay gap data and our long-term
commitment to closing the gap