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
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.
New guidance on positive action in the workplace27 April 2023
New government guidance on positive action clarifies some key points but stops short of addressing business needs on this issue.
Tom Heys comments for Bloomberg on Gender Pay Gap reporting figures05 April 2023
Tom Heys has commented in an article for Bloomsburg discussing gender pay gap reporting and the most recent set of statistics published by employers.
Ireland: Steps employers can take to #EmbraceEquity for women07 March 2023
International Women’s Day on 8 March 2023 provides an opportunity for employers to showcase inclusivity within their workplace and an opportunity to reflect on steps they can take to make their workplace more inclusive.
Gender pay gap reporting and startups: what are the issues?15 February 2023
The gender pay gap in UK startups is around 25% - much higher than the UK average. Why is it so high and what can startups do about it?
What’s happening in employment law in 2023?05 January 2023
There’s lots happening in employment law all of a sudden. 2023 looks set to be a year in which major employment law changes are shaped and fleshed out. From the post-Brexit reform agenda to a series of private members’ bills, key caselaw decisions to other planned developments, there is much change on the horizon, and little time for us to get our heads around it. Here’s our annual round-up of what to expect.
What's happening in employment law in Ireland in 202305 January 2023
The whirlwind of workplace and employment law developments we saw in 2022 is set to continue with multiple proposals for reform in the pipeline, including requirements on employers to deal with flexible and remote work requests, the introduction of a national living wage and other reforms flowing from the EU. Here’s our annual round-up of what to expect.