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Gender Pay Gap Reporting

Gender pay gap reporting was intended to be a quick and easy process. The reality is that, for many employers, it can be far from either. Gender pay gap reporting requires scrutiny of every element of compensation and the employment arrangements of your workforce. Without the right support, it can be a long and difficult process.

To request a call back and find out how we can help with your gender pay gap reporting, fill in the form below:

Our team of employment and reward specialists has significant experience dealing with complex workforce structures and compensation schemes. We can manage the full gender pay gap reporting process: from ensuring legal compliance, to identifying causes behind your pay gap, and preparing your report.

We regularly work with large national and international employers from a wide range of sectors on their UK gender pay gap reporting obligations. We also advise on other types of pay gap , as well as gender pay gap reporting requirements worldwide.  

We break gender pay gap reporting into three main “phases”:

  • Ensuring compliance.  Gender pay gap statistics are only as reliable as the data that goes into them. We have extensive experience of advising employers on how to treat their pay elements for the purposes of gender pay gap reporting.

We can help your payroll, HR and legal teams with all aspects of gender pay gap reporting including ensuring you gather the correct data, identifying the “relevant employees” who should be counted, and advising on more complex elements of remuneration that might be within scope of gender pay gap reporting, such as stock options or RSUs.

  • Understanding your statistics. Gender pay gap statistics are a very blunt tool for assessing the extent of any workplace inequality and tell far from the whole story where gender equality is concerned.

We can apply a range of statistical techniques to help you put your headline statistics in context. By drilling down into your figures to look at gaps by grade, department, job title or other relevant measure , we can identify and understand the real drivers behind your pay gaps, help you assess whether you may be running any equal pay risks that warrant further investigation and action, hypothesis test your data, answering questions such as what would your gaps now (or in the future) be if there were gender equality at board level? What about at entry level? We can also apply more complex statistical methods such as regression analysis to help you understand how much gender is really contributing towards your gaps..

  • Preparing and acting on your report. Gender pay gap reports are read by your employees, competitors, suppliers and clients/customers, as well as national and industry press. They set the tone for your organisation’s approach to workplace gender diversity and, if done properly, can help promote your employment brand – or can damage it if you get it wrong.

We both draft and review our clients’ gender pay gap reports, helping add important context to their statistics and highlighting their diversity initiatives. With our years of experience advising clients from a range of sectors, we understand the wider industry issues. Our lawyers, and experienced HR consultants can also work with you to achieve your gender pay gap goals through training programmes and other targeted action.

Fill in the form to request a call back and find out how we might be able to help with your gender pay gap reporting: 

Our gender pay gap reporting insights

Gender pay gap

Gender pay gap reporting: 5 years on

28 April 2022

Now that we’ve had gender pay gap reporting regulations for over 5 years, we’ve taken a look at the impact of the regime.

Gender pay gap reporting 2021: our analysis of the latest results

07 April 2022

Employers had until 4 April 2022 to publish their gender pay gap statistics relating to 5 April 2021. Now that the results are in, we’ve taken a look at what they reveal.

Ethnicity pay gap

Ethnicity pay gap reporting will not be mandatory

21 March 2022

Employers will not have to publish their ethnicity pay gaps after the government reversed a previous commitment and decided against making it mandatory.


Gender pay gap reporting in Ireland: first details announced

08 March 2022

The proposed relevant dates for Ireland’s new gender pay gap reporting regulations have been announced.


Gender pay gap at Ryanair widens to almost 68pc despite increase in female pilots: Síobhra Rush comments for The Irish Independent

21 February 2022

Ryanair’s gender pay gap has widened despite a surge in applications by women for pilot jobs.

Gender pay gap reporting: 9 common mistakes made by employers

03 February 2022

Did you make any of these mistakes?


Gender pay gap reporting and small businesses

03 February 2022

Although only employers with 250 or more employees are required to report their gender pay gaps, many smaller businesses are deciding to do it anyway. Over 400 small businesses voluntarily uploaded their gender pay gaps relating to April 2020 onto the government’s database.

Gender pay gap reporting in Northern Ireland: what’s the latest?

03 November 2021

What is the latest on gender pay gap reporting in Northern Ireland? This article examines the current position and sets out some important differences between the situation in Great Britain and in Northern Ireland.

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