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:
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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, such as ethnicity pay gap reporting, 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
Síobhra Rush comments on the new worker rights due this year for the Irish Independent10 January 2024
Changes to employment rights in Ireland 2024 include the national minimum wage, gender pay gap reporting, the right to request remote and flexible working, the national pension auto-enrolment scheme and parent’s leave.
Pay Transparency Directive: What is a Joint Pay Assessment?27 September 2023
The Pay Transparency Directive will bring gender pay gap reporting to the entire EU and introduce sweeping changes to the equal pay landscape. A key part of the package of measures is the mandatory “Joint Pay Assessment”. This article explains when Joint Pay Assessments are required and what they will involve.
Tom Heys comments for International Employment Lawyer on how to continue closing the gender pay gap20 September 2023
A new analysis of official data shows that the UK’s gender pay gap reporting rules have led to an encouraging rise in female representation at higher pay grades. In this article, gender pay gap reporting expert, Tom Heys, offers insight into what employers should and should not be doing to attain women in these roles.
Pay Transparency Directive: how will gender pay gap reporting in Ireland need to change?29 August 2023
Now that the Pay Transparency Directive has been finalised, it’s becoming clear where gender pay gap reporting in Ireland will need to change. In this article, we assess the current Irish gender pay gap reporting regulations in the context of the new requirements under the Pay Transparency Directive and set out the changes that will have to be made.
Linda Hynes joins NewsTalk to discuss the European Councils new rules to combat pay discrimination31 July 2023
The European Council has adopted new rules to combat pay discrimination and help close the gender pay gap in the EU. Under the pay transparency directive, EU companies will be required to share information about how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5%.
Has gender pay reporting really improved women’s prospects in UK retail? Tom Heys comments for Retail Week07 July 2023
It’s been six years since the introduction of the legal requirement for large UK companies to report their gender pay gap.
Gender pay gap reporting in Europe: Pay Transparency Directive now finalised17 May 2023
The EU Pay Transparency Directive has been finalised and must be implemented by June 2026, making gender pay gap reporting compulsory for many employers across Europe.