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30 June 2017 / Amy Douthwaite , Marian Bloodworth
Issue: 7752 / Categories: Features , Discrimination , Employment
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Playing catch up— gender pay gap reporting

Amy Douthwaite & Marian Bloodworth consider the implications of the gender pay gap reporting rules

  • Calculating the threshold number of employees and working out who is in scope is not as simple as it might first appear.
  • The internal and external implications of gender pay gap reporting should not be underestimated.

The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 (the Regulations) came into force on 6 April 2017, requiring larger employers to produce an annual report on their gender pay gap.

The first report must be published by 4 April 2018 on data as at the snapshot date of 5 April 2017 and annually thereafter. There are many legal and practical issues for employers to consider.

The basic obligation

Employers with 250 or more employees as at 5 April must report the following metrics:

  • the difference in mean hourly pay of male and female employees;
  • the difference in median hourly pay of male and female employees;
  • the differencein mean bonus pay for the previous
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MOVERS & SHAKERS

Bellevue Law—Lianne Craig

Bellevue Law—Lianne Craig

Workplace law firm expands commercial disputes team with senior consultant hire

EIP—Rob Barker

EIP—Rob Barker

IP firm promotes patent attorney to partner

Muckle LLP—Ryan Butler

Muckle LLP—Ryan Butler

Banking and restructuring team bolstered by insolvency specialist

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