More gender pay gap figures out soon
By 4 April 2019, all private and voluntary sector employers with 250 or more staff must once again publish their annual gender pay gap data.
It's the second year running that employers have been required to publish the average pay of both men and women employees, including basic pay and any bonuses. The information must be published on their own website as well as on a government site.
So, what information should be published?
There are six key calculations required:
- The mean gender pay gap in hourly pay;
- The median gender pay gap in hourly pay;
- The mean bonus gender pay gap;
- The median bonus gender pay gap;
- The proportion of men and women receiving a bonus payment;
- The proportion of men and women in each pay quartile.
Figures from the Confederation of British Industry's (CBI) employment trends survey show that 93 per cent of businesses are taking action to close the gender pay gap and increase diversity in their workforce, compared to 62 per cent asked a similar question in 2017.
In addition, research from the Equality and Human Rights Commission shows that two thirds of women applying for a job take a company's gender pay gap record into account when doing so.
Payroll data published this April is likely to be compared with 2018 to see which employers are closing their gender pay gaps and improving their reputation as a result.
To see what else Wards Solicitors has written on this issue, please click on the following links:
- Will the new gender pay gap rules mean more women taking their employers to court?
- New laws on reporting gender pay gaps
For help and guidance about this area of the law, please contact Wards Solicitors' Business Employment team or Employment Law Specialist Solicitor Julia Beasley directly.