Gender Pay Gap Reporting

Gender Pay Gap Reporting

GENDER PAY GAP REPORTING ELAS TOPIC GUIDES

HEALTH&SAFETYMANAGEMENTCONSULTANTS

IS GENDER PAY GAP REPORTING APPLICABLE TOMY BUSINESS? If you have over 250 employees then yes, your company must report its gender pay gap . However, if your company is part of a group of companies, gender pay gap reporting will only apply to those parts of the group with over 250 employees - not the group as a whole.

REPORT YOUR GENDER PAY GAP

OVER 250 EMPLOYEES?

1 WHAT DOES MY BUSINESS NEED TO PUBLISH? Gender pay gap reporting isn’t as simple as you may think. There are 6 different findings that you are obliged to publish: The difference between the mean hourly rate of pay for male full-pay relevant employees and that of female full-pay relevant employees The difference between the median hourly rate of pay for male full-pay relevant employees and that of female full-pay relevant employees The difference between the mean bonus pay paid to male relevant employees and that paid to female relevant employees 2 3

The calculation used to reach the hourly rate of pay isn’t as straightforward as you may first think. You need to take into consideration staff allowances and certain pay exclusions such as shift premium pay.

The difference between the median bonus pay paid to male relevant employees and that paid to female relevant employees The proportions of male and female relevant employees who were paid bonus pay The proportions of male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands

4

5

6

WHERE DO I NEED TO PUBLISHMY FINDINGS? Your findings must be published on your own website and a Government website within 12 months . They must also, where applicable, be confirmed in a written statement by an appropriate person such as a chief executive

DO I NEED TO PROVIDE ANYTHING ELSE?

You do have the option to provide a narrative alongside your calculations, explaining the reasons for your results and giving details about actions that are being taken to reduce or eliminate your gender pay gap. Things you can include in your narratives include any challenges, successes and future plans towards address the gender pay gap within your business.

We recommend that all businesses provide narratives alongside their gender pay gap as there could be a perfectly acceptable reason for why there is a gender pay gap in your business.

< 250 EMPLOYEES?

BUTWHAT IF MY COMPANY HAS LESS

THAN 250 EMPLOYEES? There is no legal requirement for smaller businesses to report their gender pay gap however, we strongly recommend that you do so .

WANT TO KNOWMORE?

At the ELAS Group we offer a wide range of HR and employment law training courses: CONFLICT MANAGEMENT (Half day course) RECRUITMENT (Half day course) DISCRIMINATION (Half day course) EQUALITY & DISCRIMINATION (e-learning)

If you are interested in any of our courses, please contact [email protected] Visit our blog for up to date information on all things employment law. blog.elas.uk.com/blog

CONTACT US TODAY FOR MORE INFORMATION 08450 50 40 60 [email protected] www.elas.uk.com

HEALTH&SAFETYMANAGEMENTCONSULTANTS