FUTURE OF PAYROLL REPORT
Awareness of GDPR on payroll and wider business
39.08% Yes
8.30% Unknown
39.30% Currently learning
13.32% No
78% of respondents were either aware of, or learning about, the implications of GDPR in a payroll context. Again it would be interesting to ask this question again now with the EU regulations only weeks away from coming into force in the UK. Payroll is a data heavy department, with personal and sensitive data being processed and handled by various individuals and systems. It is essential that payroll professionals are aware of their obligations under the new regulation, and are ensuring compliance for their organisations. GDPR should be on the radar of all businesses – it comes in to force in the UK on 25 May 2018 and applies to all EU and foreign companies that offer services to individuals in the EU (regardless of what happens with the Brexit negotiations). Sanctions for non-reporting of a data breach under GDPR are steep – up to approximately £7m or 2% of global turnover, whichever is greater. The CIPP offer a half day training course which will help delegates understand and prepare for the changes, including how they affect payroll and HR functions, so that they can help their organisations become fully compliant by 25 May 2018.
Have you run a test on your gender pay gap to see how it looks?
44.30% Yes
28.29% No
15.57% On to do list
11.84% Unknown
For organisations that have more than 250 employees, gender pay gap reporting is a regulatory requirement, with reports that were due on 30 March (public sector) and 4 April (private sector) 2018. With the survey being distributed in autumn 2017, it was encouraging to see that 44% of organisations had run a test, with another 16% planning to do so.
Nearly half (48%) of those who had run a test, had further analysis to conduct based on their results, with 43% claiming that the results were as expected.
Since the survey was conducted, we have started to see many organisations publicising their gender pay gap, with some high profile cases in the media.
With gender pay gap and equal pay being high on the government agenda, it is the expectation of the CIPP that gender pay gap reporting will be extended to organisations with fewer than 250 employees in the future.
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CIPP AND WORKDAY
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