ACAS guidance published on gender pay gap regulations – what you need to know

By January 31, 2017Uncategorised

The Government Equalities Office (“GEO”) and ACAS have published a guide to help employers understand their obligations under the gender pay gap regulations. The Guide summarises the information employers have to provide in their gender pay gap reports and sets out 5 keys steps for employers to take:Extract the essential information relating to employees’ salary, bonuses and working hours over the relevant pay and bonus periods.Calculate the mean and median gender pay gap and bonus gender pay gap.Prepare a statement to confirm the accuracy of the report. Whilst not compulsory, the guide recommends employers use the statement to add a supporting narrative to explain any gap and to outline any steps the employer is taking or intends to take to close the gap.Publish the report on the employer’s website and a designated government website.Take steps to address any gap identified in the report.The fifth step is optional but is one both ACAS and the GEO recommend all employers take. The Guide outlines a number of benefits to business in taking action to deal with any gap including ensuring compliance across a number of areas of legislation, increasing staff morale and productivity by demonstrating a genuine commitment to equal opportunities and helping businesses attract a wider pool of talented people for vacancies.So when do you need to start thinking about gender pay reports?The regulations are expected to come in to force in April 2017 and, assuming they do, the first reports will have to be published in April 2018. The reports will be based on data collected as at 5th April 2017 and therefore employers need to act now to ensure they are ready for the change.If you would like more information on your gender pay gap reporting obligations please contact a member of our Employment Team.

Sarah Scholfield

Author Sarah Scholfield

Sarah is a Solicitor in our Employment Team. Sarah has extensive experience advising employers on a wide range of employment matters including unfair dismissal, discrimination and whistle blowing claims, drafting contracts of employment and dealing with disciplinary/grievance matters. She also regularly advises employees on settlement agreements, disciplinary/grievance matters and unfair dismissal. She is a member of the Employment Lawyers Association. Sarah has been described as “extremely knowledgeable… diligent, sharp” whilst retaining “that all important client focus”.

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