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By Spencers Solicitors

  Philip McCabe    
  February 23, 2017

Gender Pay Reporting - How to comply

Acas and the Government Equalities Office have published guidance on how businesses can calculate and report their gender pay gap.

Gender Pay Reporting - How to Comply

The guide has been launched in the run-up to new gender pay gap reporting Regulations, which come into force for private-sector businesses employing 250 or more people from 5 April.

The legislation requires employers with 250 or more staff to publish figures every year showing how large the pay gap is between their male and female employees. For example, it may show that on average men earn 15% more pay per hour than women, that men earn 10% more in bonuses per year than women, or that the lowest paid quarter of the workforce is mostly female.

These results must be published on the employer’s own website and a government site and means that the gender pay gap will be publicly available, including customers, employees and potential recruits. As a result, employers should consider taking new or faster actions to reduce or eliminate their gender pay gaps.

Employers will have up to 12 months to publish this information. Public sector regulations are subject to the approval of Parliament but are expected to follow the same timescale.

How we can help

Our in-house seminar – "Gender Pay Reporting: How to comply" – will take you step by step through the new legal requirements. We will tell you what you need to do, when, and how best to do it. We will help ensure that your organisation is not only compliant but also shown in the best possible light.

In addition to our seminars, we will also be offering Bespoke gender pay consultancy services, which could include comprehensive assistance with data gathering and calculations, drafting the gender pay report and accompanying narrative, preparing an action plan to improve gender pay equality, communications advice and strategy, and assistance where your calculations bring to light a possible equal pay issue.

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