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Enforcing GPG reporting
Payroll Technician Certificate
Diana Bruce MCIPPdip, CIPP senior policy liaison officer, urges action as deadlines imminent
The Payroll Technician Certificate will equip you with the skills necessary for the timely and compliant administration of payroll in your organisation; and provide a grounding in areas such as statutory payments, court orders and student loans.
T he date is fast approaching by when thousands of employers must report and publish their gender pay gap (GPG) figures: no later than 30 March 2018 for public sector employers and 4 April 2018 for private sector employers. We urge all employers who think they come under the GPG legislation to comply by the deadline date. The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 and the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 (‘the Regulations’) require employers to analyse data and publish reports. Employers need to publish six calculations showing: ● mean bonus GPG ● median bonus GPG ● proportion of males and females receiving a bonus payment ● proportion of males and females in each pay quartile. ‘Mean’ is the average hourly rate of pay, calculated by adding the hourly pay rate for employees then dividing by the number of employees. ‘Median’ is the middle hourly pay rate, after arranging pay rates in order from lowest to highest. Employers must both publish their GPG data with a written statement on their public-facing website and report their data to government online, using the GPG reporting service, also a public-facing website. In the main the duty to collect and report GPG information applies to employers in Great Britain with 250 or more relevant powers under the Equality Act 2010 ● mean GPG in hourly pay ● median GPG in hourly pay ...various enforcement
employees on the relevant or ‘snapshot’ date, which is 31 March for public sector organisations and 5 April for those in the private and voluntary sector. Organisations with fewer than 250 employees can publish and report voluntarily but are not obliged to do so. Employers with employees in Northern Ireland – or anywhere that isn’t part of Great Britain – must exclude workers based outwith Great Britain before performing GPG calculations. Despite reports that the Regulations ‘show no teeth’ for failure to report, the Equality and Human Rights Commission (EHRC) has various enforcement powers under the Equality Act 2010. On 17 December 2017, the EHRC published a consultation – Closing the gap: enforcing the gender pay gap regulations (http://bit.ly/2lWFzVU) – which details its planned approach. The consultation details the timescales within which the EHRC will aim to take certain steps once enforcement action has commenced. Initially, the aim is to resolve non-compliance through informal resolution, but if formal action is required EHRC will use the most appropriate available. In 2018–19, the intention is to focus enforcement work on employers that do not publish the information required by the Regulations but EHRC may also act against those publishing inaccurate data. n Further information ● ACAS and the Government Equalities Office practical guidance on managing gender pay reporting (http://bit. ly/2aDNnEZ) ● EHRC advice and guidance on GPG reporting requirements (http://bit. ly/2E7SN9M) ● CIPP webcast (http://bit.ly/2rsky7u) ● CIPP training course (http://bit. ly/2AqdpaI)
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Issue 37 | February 2018
| Professional in Payroll, Pensions and Reward |
*correct at time of publication
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