HR, HR Updates

Gender Pay Gap Reporting Has Arrived

​New gender pay gap reporting regulations are now in force – let’s have a quick recap on some of the key points surrounding this issue.

Gender Pay Gap – The Facts

The gender pay gap is defined as the average difference between men’s and women’s aggregate hourly earnings. In 2016 this stood at 9.4% for full-time employees and a staggering 18.1% for all workers. It’s not just an issue that affects UK workers, but as a nation we have a massive problem to address: the World Economic Forum’s Gender Pay Gap Index has the UK in 20th place.

The new reporting regulations apply to both public and private sector organisations with 250 or more employees. It is estimated that this will affect around 9,000 employers and account for nearly half of the UK workforce.

The gender pay gap shouldn’t be confused with equal pay: it is already a legal requirement to ensure that anyone, regardless of their gender, age, ethnicity or ability is paid the same amount to do the same job.

Gender Pay Gap Reporting – Employers’ Duties

Under the new regulations, employers must publish the following information:

  • The difference between male and female employees’ mean average hourly rate of pay.
  • The difference between male and female employees’ median average hourly rate of pay.
  • The difference between male and female employees’ mean bonus pay.
  • The difference between male and female employees’ median bonus pay.
  • The proportions of male and female employees who were paid a bonus.
  • The proportions of male and female employees in each quartile of the pay structure.

Firms have until April 2018 to publish their first report which is based on a “snapshot” of their employee pay on 5th April 2017, or 31st March 2017 for public sector organisations.

Gender Pay Gap – In the News

Over the last few months as we’ve awaited the launch of the new legislation, there has been a lot in the news about gender pay differences.  Back in September, accountancy firm Deloitte reported that the hourly pay gap between men and women was narrowing by just two and a half pence a year, suggesting it will take until 2069 for the pay gap to close.

In March we heard that Iceland is planning to become the first country to require companies with more than 25 employees to prove they offer equal pay (based on gender or any other demographic). Also in March, the charity Fawcett Society produced a report that showed that in some ethnic groups (Caribbean and white Irish), the gender pay gap was actually reversed, with women earning on average more than men.

So, What’s Next?

The Gender Pay Reporting Regulations are exactly what they say they are: as things stand they only serve to make public the information about how differing rates of average pay for men and women. There is no legal requirement to ensure that the median levels of pay are equal, although it’s fair to say many businesses may feel shamed into a moral obligation. Many are calling for the UK to follow Iceland’s lead (which incidentally has the world’s smallest pay gap) and introduce legislation to prove there is no discrimination between men and women. We’ll keep you posted on any further developments.

Park City Can Help

If you are affected by the new regulations, Park City can help you with your gender pay gap reporting. Even if you’re not required to disclose, we can help with any concerns you might have about equal pay within your organisation. Contact our HR experts today.

Get in Touch

Name

Schedule A Call

Simply click below to schedule a call with a specialist to discuss your business requirements.

Saul HunnaballSaul Hunnaball
15:44 12 Aug 22
We have worked with Park City for our HR and Health and Safety support for many years now and have always received an excellent service.Carley is our Consultant and she is always so helpful, as are... her colleagues when she is unavailable.I would highly recommend Park City.read more
Lea CuttingLea Cutting
08:31 27 Jul 22
Park City have worked with us for many years, advising and guiding us regarding HR and Health & Safety, along with supplying valuable training.We work with many people in several areas of expertise,... Sara Godfrey, Jennie Galione, Ashley Williams, Sam Parcell, Stephanie Devans, Poppy Hayhoe.They build confidence within our company and are always available with support and advice.They provide a consistent, professional, hands-on service, second to none!Thank you from DH Industries Limited.read more
Vikki PringleVikki Pringle
11:12 20 Jul 22
The team at Park City offer us the right level of service needed to confidently run a small business. They keep us up to date with UK policy HR requirements, help us manage any staff changes or... issues and policy documents. The team are informed, friendly and remain professional in my experience.read more
Tracy MeadTracy Mead
07:12 20 Jul 22
The DS Group have been working with Park City now for a number of years and we have found their HR services to be invaluable. The service received is always to the highest professional standards and... they have assisted our business in becoming more efficient and effective in all HR matters.My consultant Sam Parcell is always on hand to help answering any questions quickly and professionally and she offers vital guidance, advice and support to us.We as a company will continue to use Park City’s services for many years to come and we cannot recommend them enough!Tracy Norton-Mead, Operations Director at the DS Group.read more
Katie HerbertKatie Herbert
13:35 07 Jul 22
We have worked with Park City for almost 10 years and have built up a great professional relationship over the years. The team are so friendly and helpful, and nothing is ever too much of an ask for... any of them. Our main HR contact is Carley, who is lovely, and she is very prompt in dealing with any queries we have regarding our 100+ staff. We would highly recommend their services for any local business.read more
js_loader

Suggested For You…

Google Rating
4.9
Based on 37 reviews
js_loader