The Insider April 2018

THE GENDER PAY GAP DEADLINE

Emma O’Leary, employment law consultant for the ELAS Group says, while there is no obligation for companies to explain any gender pay gap, nor any duty to address is if a company is complying with the Equality Act, it can be beneficial to do so: “The reports published have revealed overwhelming gender pay gaps at three quarters of the 10,000+ companies. Just 8% of those reporting had no pay gap, 78% have a pay gap in favour of men and 14% in favour of women. However, as headline grabbing as this seems at first, it demonstrates the importance of companies publishing a report to go alongside the data which, in some cases, does explain why there might be a gap and could go some way towards watering down the initial shock of the statistics. With all that being said, we can clearly see that the gender pay gap does exist and there is work that needs to be done in order to eradicate this antiquated inequality. “It will be interesting to see what happens to the 1,500 companies who reportedly failed to meet the deadline to submit their reports. Despite the Equality and Human Rights Commission threatening to ‘fully enforce’ the requirement to publish reports with unlimited fines for companies who fail to do so, they currently have no legislative power to do this. Right now, the only risk to companies who fail to publish their reports appears to be negative headlines.

All companies employing 250 or more were required to publish the following information for the payroll period including the snapshot date of 6 April 2017, as well as any bonuses paid for the 12 month period ending April 2017: The deadline for the first gender pay gap reports has come and gone. 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 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

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