advice
£ So what must be published? The Regulations will require employers to publish the: • mean pay gap ( the difference in the average pay of male and female employees) • median pay gap ( the difference in pay of the middle male and middle female earner) • figures of men and women working within salary quartiles • mean bonus gap (the difference between the mean bonus payments paid to men and women) in the former 12 months • the proportion of male and female employees that received a bonus in the preceding 12 months. Employers must then publish their gender pay gap information on their website, accompanied by a written statement confirming that the information is accurate. It must then remain on their website for a minimum of three years and will be published on a government-sponsored website. An opportunity will then be given to employers (although not mandatory) to publish a narrative in which they can explain any pay gaps and set out what corrective action they intend to take to be in line with the regulations. So what must I do? 1. Start planning for the pay gap reporting now. Businesses should take action as soon as possible to introduce new systems (or review and update the existing systems) to enable the analysis of gender pay gaps. 2. Where pay gaps become apparent, consider what explanation or justifications can be given, and what action can be taken to narrow the gap. 3. Consider engaging legal support, particularly in light of the reputational and financial risks of potential equal pay claims.
Kelly Shotton – Westray Recruitment To find out more about Westray Recruitment please email kshotton@westray.co.uk or call 0191 492 6622
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