Employment Gender Reporting

The Gender Pay Gap Service, or Government Equalities Office monitors pay data on businesses in the UK. National data has been monitored by the Equality and Human Rights Commission (EHRC) since 1970, so the median thread has been monitored every year to observe and report on the difference in gender pay. National data has shown the median difference has improved from 47.6% in 1970 to 16.8% in 2016.

The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 apply to all employers in the private sector with 250 or more employees. Such businesses are required to publish their gender pay data every year, such data is collated by the ECHR on the gov.uk website. Employers are to report such information within twelve months of the end of the tax.

Publishing pay data is compulsory for large companies, failure to do so may result in court proceedings and a fine.

The steps qualifying businesses are to take with respect to Gender Pay Reporting are:

1. They are to find out if they must definitely report on their pay.
2. They are to check on the deadline for reporting their payroll.
3. They are to find out about information to be reported.
4. They are to make calculations which will be detailed in the report.

The six main calculations which are required to be submitted in annual reports are to detail the following figures:

• Average gender pay gap as a mean average.
• Average gender pay gap as a median average.
• Average bonus gender pay gap as a mean average.
• Average bonus gender pay gap as a median average.
• Proportion of males and females categories receiving bonus payments.
• Proportions of males and females grouped into four quartiles from lowest to highest rates of pay.

Apart from reporting data, businesses are expected to liaise with the Gender Pay Service on how to improve prospects for women employees.