CIPP update
Gender pay gap reporting – the first year through the lens of the payroll industry
CIPP’s Annual Excellence Awards short-listed for the Awards Awards WE ARE delighted to announce that our 2017 Annual Excellence Awards have been shortlisted in the Award Awards 2018 within the following categories: l Best Awards Event Alongside a Conference l Best Awards Event by an Association. The Awards Awards is produced by GCN Events which bring together professionals from the conference, venue and association sectors through events and training. The ceremony takes place on 27 April 2018 and we will notify members of our position at the event through News On Line . THE CIPP has updated our terms and conditions relating to membership and how we communicate with you and use your personal data. To view the terms and conditions, visit the About Us pages within cipp.org.uk . To change your contact details and/or preferences, login to My CIPP within cipp.org.uk . CIPP launches NMW and other worker entitlement training course THIS ESSENTIAL training course will enable delegates to identify recommendations for improvements, which could reduce the organisations risk of non-compliance and the financial and reputational costs. It will ensure that delegates return to their workplace with the confidence to audit current procedures and pay systems. The course covers: l Who is eligible to be paid the minimum wage, including the implications of recent worker status cases l What pay and hours to include and what to exclude l How to make the calculations l How the processes vary for different types of work l How to apply annual rate increases, including the implications of pay increases on pay structures l How deductions can affect the calculations l Interaction of the minimum wage with aspects of the Working Time Regulations l Compliant record-keeping l Penalties compliance and HMRC’s enforcement powers l Tips on avoiding the most common errors To book, visit cipptraining.org.uk or contact us on 0121 712 1000 to find out more. CIPP update to terms and conditions
THE CIPP has released a research report discussing the experience of gender pay gap reporting to date of employers, specifically from the perspective of the payroll professional who serves the reporting employer. The aim of our research was to uncover how the first reporting of gender pay gap
GENDER PAY GAP REPORTING The first year through the lens of the payroll industry
results has delivered and to look at the positives, the negatives and the lessons learned; which for some will provide for a smoother process in the second year.
Payroll professionals experience the demands of gender pay gap reporting from several different standpoints, namely but not exclusively: software development; in-house payroll professional; specialist payroll bureaux; accountants, bookkeepers; training and education; technical author. Our focus was to include employers that have a mandatory obligation to report but also to those employers that have reported their gender pay gaps on a voluntary basis or are considering doing so. In every area of payroll work there are consequences delivered in the form of one enforcement agency or another, so enforcement proposals from the Equality and Human Rights Commission in their consultation paper, together with the fears and concerns of professionals (real or imagined) of the consequences of getting it wrong, also feature in our research. Some of the findings from our research include: l many calls for a review of the elements of pay and reward that can be included within the average hourly rate l significant concerns raised by the potentially misleading results, caused due to the exclusion of the value of salary sacrifice amounts l regulations need to be finessed to match non-statutory guidance – where the average hourly rate will distort the results and the hourly rate is clearly known during the snapshot period l guidance would benefit from the inclusion of more examples. Many factors will need to change in order to achieve full transparency, diversity and inclusion, but what this research has shown us through survey results and in face to face interviews and discussions, is that all sectors within the payroll profession have – as they do with all other new mandatory requirements – engaged wholeheartedly to ensure the successful delivery of gender pay gap reporting. Our full report is available to read through https://bit.ly/2Ig4Sf3. For further details of and to book on any CIPP course visit cipp.org. uk/training or email info@cipp.org.uk .
| Professional in Payroll, Pensions and Reward | May 2018 | Issue 40 12
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