On average, female workers in full-time employment tend to earn less than their male colleagues – this is known as the gender pay gap.
In a bid to tackle the gender pay gap and inequality in the workplace, the government is implementing the reporting provisions of the Gender Equality Act 2010. This means that employers with over 250 employees will have to publish information about how much they pay their male and female employees.
From this data, employers will be able to identify any gaps in pay between their staff and investigate whether there are any possible cases of gender wage discrimination.
Our Employment Law solicitors are proudly supporting the mission to eliminate the gender pay gap, which is why we want to help ensure that employers have the knowledge and tools they need to establish equality in the workplace and prevent wage discrimination.
What Is The Gender Pay Gap And How Does It Affect Employers?
Here's 5 important things that employers need to know about the gender pay gap:
- Women in full-time employment tend to earn 13.9% less than men over the span of their careers. This is due to a range of reasons, such as parenting responsibilities, the skills/qualifications they gain, and discrimination.
- To put an end to the gender pay gap and promote equality for women, the government is making it a legal requirement for companies of a certain size to publish data on their male and female employees’ wages:
Key dates that employers need to know
- 1st October 2016 – Reporting provisions take effect
- 30th April 2017 – Employers should have a preliminary snapshot of data
- 30th April 2018 – Deadline for the first gender pay report to be published online
- Only private and voluntary employers with over 250 members of staff will need to report on their employees’ salaries.
- Employers will need to report on the following:
- The difference in mean pay between male and female staff
- The difference in median pay between male and female staff
- The difference in mean bonuses between male and female staff
- The proportion of male and female staff who get bonuses
- The number of male and female staff who are situated in each of the pay bands
- To combat the gender pay gap, employers can:
- Review current practices relating to pay, including their equal pay policies
- Identify wage gaps between men and women, and why they exist
- Analyse internal policies and procedures relating to recruitment
- Discuss who will be responsible for reporting data on the gender pay gap
We're offering a free one-hour consultation with your company’s HR Director to review your salary/gender pay gap policy. As part of this review, we'll look at the individual requirements of your organisation and will be able to identify any potential issues as well as finding solutions to help you protect your business.
If you need some advice on gender pay gap reporting, fill out the enquiry form to request a call-back.
We were delighted to speak at the Gender Pay Gap Conference 2016.
Linda Stewart, our Head of Employment Law, spoke alongside Scarlet Harris, Women’s Equality Officer for the Trades Union Congress (TUC) and covered 'Internal Engagement in the Workplace'.
As part of their seminar, they discussed:
- How leading firms plan to develop their methodology and action plans with staff
- Who to engage and how to get internal buy in
To receive our full presentation from the event, you can sign up here
How Can Simpson Millar Help Employers Prepare For Gender Pay Reporting?
We're passionate advocates of workplace equality and have been advising and supporting employers on a range of employment-related issues for years.
Whether you're unsure about how you can get ready for gender pay gap reporting, or your business needs some help reviewing existing pay policies, our expert Employment Law solicitors will ensure that you're as prepared as possible.
The Legal 500 2016
"Led by Linda Stewart, the practice at Simpson Millar LLP has notable experience representing trade unions, particularly in the aviation sector, with clients including the British Airline Pilots’ Association, the Hong Kong Aircrew Officers Association and the Aircrew Officers Association Europe. The firm also has expertise in equal opportunities and discrimination mandates, and leads in holiday pay claims. Key names include Joy Drummond and Aneil Balgobin; Balgobin joined the firm in 2016 from Rollingsons."
Any employer who thinks they need advice on how to get ready for gender pay gap reporting should
contact our Employment Law Team now.
Simply use our free, no obligation,
online enquiry form and we will call you back or call us directly on freephone: 0808 129 3320.