Gender Pay Gap Reporting: know the key information

Gender Pay Reporting is a hot topic in the world of Human Resources at present. From October 1st, the Equality Act 2010 is expected to come into force, which will require UK businesses with over 250 employees to report on any potential gender pay                                                                                           difference amongst its                                                                                                  employees.

This applies to both private and voluntary sector employers, and could mean up to 7,000 large businesses could have to make changes to their policies and procedures.

The Key Dates

May 1st 2016

By now, your business should be collecting data for the first reporting period in October.

October 1st 2016

The Equality Act 2010 is widely expected to come into force from October 1st. From this date, large businesses must publish prescribed information about their gender pay gap, regardless of whether it actually exists or not.

May 1st 2017

12 months from now, your business should begin to carry out calculations to determine your gender pay gap results.

April 30th 2018

From April 30th 2018 you should publish the results of your analysis on your business’s website. They need to be in a publicly accessible area of your website and not hidden away. Additionally, a signed document should accompany the results and must remain on your website for at least three years.

After this is completed, the results of your gender pay gap reporting should be uploaded onto the Government’s website.

The Future

There are still things that must be decided on, such as for example, what the official definition of gender pay is. As usual, we’ll keep on top of the subject and keep you updated about any important updates. Gender pay is the latest in a series of changes to legislation that UK companies have to keep on top of, with changes to Holiday Pay legislation being another hot topic right now.

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Stephanie Coward

Managing Director, HCM

Stephanie Coward is Managing Director for HCM at IRIS, where she leads the strategy, innovation and growth of the organisation’s HR and payroll portfolio. She is responsible for positioning IRIS as a trusted partner to HR professionals and ensuring its solutions support the evolving needs of modern workforces.

With more than 25 years’ experience in the technology sector, Stephanie brings deep commercial and operational expertise, with a passion for improving the employee experience through technology.

Stephanie is committed to advancing IRIS’ HCM offering and helping organisations build more resilient, empowered workforces.