Policy hub
GEO guidance In February, the government Equalities office (GEO) published two new pieces of guidance to help employers. Eight ways to understand your gender pay gap asks companies to identify potential areas for improvement, such as: whether women tend to enter the company in lower paid positions than men, whether there is a difference in performance scores within the organisation depending in relation to gender, and whether individuals who are employed on a part-time basis are being supported to advance within the company. ...encourages businesses to give the action plan time to make an impact... Alongside this, the GEO also published a ‘four-step guide’ to help companies develop an effective GPG action plan. The guide encourages employers to analyse and understand why they have a gap, working with staff to find out what they
will be addressed, including objectives and targets. Subsequent reports should report progress against this action plan, including targets set. Government responded to this recommendation saying that it estimates that approximately 48% of employers have published action plans alongside their figures in the first year of reporting and will continue to encourage all organisations to do so in future years. Government said that it will continue to engage with employers and their membership bodies to provide best practice guidance on constructing an action plan. Publishing an action plan was intentionally not included as mandatory requirement under the reporting regulations and while the government urges all employers to produce an action plan alongside their figures, it is aware that including it as a mandatory requirement might result in a prescriptive format with limited value to employers and employees. Government also added that employers can view the diverse range of action plans produced by organisations in the first year of reporting on the government portal to assist with their own action plans in the second and subsequent years.
can be doing better and developing an action plan accordingly. It also encourages businesses to give the action plan time to make an impact, so it will be interesting to see the trends year on year as GPG reporting continues to the five-year review point in 2022. n Policy hub Have you visited our policy hub on the CIPP website? It is host to a variety of useful resources, and contains: ● all of our formal consultation responses ● webcasts on various topics ● Payroll: need to know – which contains all relevant payroll, pensions and reward News Online items and is indexed and categorised for easy reference. You will also find a variety of topical policy articles and also the relatively new Devolution: payroll legislation matrix to assist the payroll profession with the increasing complexity of devolved policies in the UK. The policy hub can be found ‘My CIPP’ on the CIPP website ( cipp.org.uk ).
P11D, expenses and benefits
One day
Designed to give delegates clarity and confidence about how to process the P11D, P11Db forms, PAYE Settlement Agreements (PSA) and net to gross calculations.
This course covers: ● Statutory requirements and implications ● Common errors when calculating company cars and fuel ● Childcare ● Beneficial loans ● Relocations ● Travel and subsistence expenses
● Vouchers / credit cards / tokens ● Gifts and awards ● Retirement benefits ● Salary sacrifice and tax / NICs changes from April 2017 ● Flexible benefits schemes ● Pay As You Earn (PAYE) settlement agreements ● Taxed award schemes ● Grossing up from net payment
● Other expenses ● Entertainment ● Telephones ● Subscriptions
● Key forms and dates ● Penalties and fines
Book online at cipp.org.uk or email info@cipp.org.uk for more information.
cipp.org.uk CIPP_UK cip .org.uk @CI P_UK
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Issue 49 | April 2019
| Professional in Payroll, Pensions and Reward |
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