Gender Pay Gap Reporting
Lewis Silkin can advise large employers on producing their first gender pay gap reports by April 2018 at the latest, based on payroll data from April 2017.
Properly structured, this can be conducted on a legally privileged basis allowing employers to plan for how to address difficult issues raised by the results without creating disclosable documents. We understand that addressing the gender pay gap is also about wider HR and employment relations issues such as hiring, promotion and appraisal processes. We are ideally placed to help you develop and implement an action plan addressing all relevant legal, HR, practical and operational challenges.
Key steps for employers include the following:
- working out if you are in scope. A legal entity with 250 or more ‘relevant employees’ will have to report its gender pay gap. If you are part of a group of companies, multiple entities may need to comply. Pending clarification in the final version of the regulations, ‘relevant employees’ could include not just ‘ordinary’ employees, but also other types of workers and even some self-employed contractors
- trialing the process. Employers should consider a “dry run” to get an idea of what they will need to report. This in turn will allow them to consider what factors might be generating any pay gap or skewing their figures, and what narrative they could include in their report to put gender pay gap statistics into context
- change your pay practices to improve your statistics. A range of steps should be considered. Would managers benefit from clearer guidance on how to make decisions on salary reviews and bonuses? Should managers attend unconscious bias training? Are appraisals structured in such a way as to control for gender bias? Could programmes to encourage the career development and progression of female staff be developed or improved upon?
Gender pay gap reporting in Ireland: the current state of play21 April 2022
The long-awaited regulations setting out the detail for Irish employers’ gender pay gap reporting obligations are expected imminently. In this article we cover what we know and what we don’t yet know about the reporting obligations, how employers can prepare for gender pay gap reporting and compare UK and Irish legislation on gender pay gap reporting.
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.
Joanna Hunt writes for LexisNexis: UK Immigration Rules - discriminatory against women?24 July 2019
Joanna Hunt has written an article for Lexis Nexis that discusses the extent to which the UK Immigration Rules can be seen as discriminatory against women.
Tackling the gender pay gap - the European perspective09 November 2018
Whilst no one can have failed to notice the focus on gender pay gap reporting in the UK in the past year or so, in this discussion forum we will look more widely at how issues of gender pay are being tackled across Europe.
Colin Leckey writes for The HR Director: Ethnicity pay equality – gender pay gap-style reporting won’t work23 October 2018
Colin Leckey has contributed to an article for The HR Director in which he discusses the proposed new law which requests feedback on the sort of information that employers should be required to publish and whether this should follow current gender pay gap reporting rules.
Kathryn Weaver writes for International Bar Association: Closing the gender pay gap01 October 2018
In an article for International Bar Association, Kathryn Weaver discusses the closing gender pay gap and the various methods undertaken by different countries.
Tom Heys writes for Employee Benefits: Gender pay gap reporting for smaller employers could be problematic05 September 2018
In an article for Employee Benefits, Tom Heys discusses Gender Pay Gap reporting and how the Business, Energy and Industrial Strategy Committee's recommendations to extend reporting to companies with over 50 employees will affect smaller businesses.