It has been confirmed that final publication of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2016 (“Regulations”) has been delayed. The Regulations were due to come into force on 1 October 2016 but the Government’s Equality Office now expects the Regulations to come into force in April 2017.
The Regulations will require employers with 250 or more “relevant employees” to publish information in relation to the gap in pay between their male and female staff, the aim being to secure a better understanding of the gender pay gap on a national scale.
Assuming the revised implementation timetable is adhered to, affected employers will need to calculate gender pay gaps from April 2017, with the first gender pay gap reports being due by the end of April 2018.
The information employers will be required to publish includes:
• the difference in mean pay between male and female relevant employees;
• the difference in median pay between male and female relevant employees;
• mean bonus payments made to men and women; and
• the number of men and women in each salary quartile of their pay distribution.
“Pay” will include basic pay, paid leave, maternity pay, sick pay, area allowances, shift premium pay, bonus pay and other pay. A “relevant employee” will be any member of staff who ordinarily works in Great Britain and whose contract is governed by UK legislation.
The information must be published in English on the employer’s searchable UK website (accessible to employees and the public) and must be accompanied by a written statement that the information provided is accurate. The reports will need to be kept available on the employer’s website for at least 3 years from the date of publication.