Gender Pay Gap Reporting
Lewis Silkin can advise large employers on producing their first gender pay gap reports by April 2018 at the latest, based on payroll data from April 2017.
Properly structured, this can be conducted on a legally privileged basis allowing employers to plan for how to address difficult issues raised by the results without creating disclosable documents. We understand that addressing the gender pay gap is also about wider HR and employment relations issues such as hiring, promotion and appraisal processes. We are ideally placed to help you develop and implement an action plan addressing all relevant legal, HR, practical and operational challenges.
Key steps for employers include the following:
- working out if you are in scope. A legal entity with 250 or more ‘relevant employees’ will have to report its gender pay gap. If you are part of a group of companies, multiple entities may need to comply. Pending clarification in the final version of the regulations, ‘relevant employees’ could include not just ‘ordinary’ employees, but also other types of workers and even some self-employed contractors
- trialing the process. Employers should consider a “dry run” to get an idea of what they will need to report. This in turn will allow them to consider what factors might be generating any pay gap or skewing their figures, and what narrative they could include in their report to put gender pay gap statistics into context
- change your pay practices to improve your statistics. A range of steps should be considered. Would managers benefit from clearer guidance on how to make decisions on salary reviews and bonuses? Should managers attend unconscious bias training? Are appraisals structured in such a way as to control for gender bias? Could programmes to encourage the career development and progression of female staff be developed or improved upon?
Carolyn Soakell comments for The Times - Gender pay reforms will not reveal true size of the gap24 May 2017
Carolyn Soakell has commented in an article for The Times Brief which discusses the new Gender Pay regulations that came into force on the 6 April.
Colin Leckey comments for HR News on the new gender pay gap regulations07 April 2017
Employment Partner, Colin Leckey has commented in an article for HR News on the issues relating to the new gender pay gap reporting rules.
Colin Leckey comments for IBTimes UK on the new gender pay gap regulations05 April 2017
Employment Partner, Colin Leckey has commented in an article for International Business Times on the issues relating to the new gender pay gap reporting rules which came into force today.
Gender pay gap reporting – D-Day looms…28 March 2017
It’s the employment law change that has generated more interest than any other for many years. Next Wednesday – 5 April 2017 – is the first ever “snapshot date” for the new gender pay gap reporting regime. For several thousand employers, it’s the day for which they will have to pull the payroll data from which their first ever public gender pay gap report will need to be compiled.
Bonuses of contention: the treatment of incentive schemes in gender pay gap reporting09 March 2017
Carolyn Soakell blogs for Practical Law’s Employment Blog - Bonuses of contention: the treatment of incentive schemes in gender pay gap reporting
Gender pay gap reporting02 March 2017
The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 (the “Regulations”) require employers to report on the gender pay gap in their organisation.
Equal Pay02 March 2017
Equal pay law first developed in the UK in the 1970s after a campaign by trade unions and women’s groups. It is now a basic principle of European law that men and women who do equal work should receive equal pay. This principle is implemented in the UK today through the Equality Act 2010.
Planning for employment law issues in your HR budget19 January 2017
With the annual budgeting process now underway in many businesses, we have taken a look at the expected employment law developments for the coming year and identified five non-core areas of potential spend/cost that HR directors may want to make allowance for in their 2017/18 budget.