Organisations with 250 or more employees have to report on their gender pay gaps annually, based on a ‘snapshot date’ of 31 March for public sector organisations, or 5 April for private and voluntary sector employers. In order to calculate your gender pay gap, you need to pull together specific information about your employees’ pay and bonuses, and publish your gender pay gap report on your own website and on a government site. Early reporting is encouraged, but you must publish your information by 30 March at the latest each year if you are a public sector employer, or by 4 April each year if you are in the private or voluntary sector.
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; what the reporting requirements are; and at how including a narrative, and creating a communications plan, will help you to explain your gender pay gap figures to your own organisation and 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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