From the snapshot date and reporting deadline, to where to view other employers’ reports, here’s everything you need to know about gender pay gap reporting
With the deadline fast approaching for UK organisations to calculate and submit their gender pay gap reports, we answer some of the most common questions about the reports, their effectiveness so far in reducing gender pay inequality, and the prospect of the requirements being extended to a wider group of employers.
Does my organisation have to report its gender pay gap?
The reporting requirements apply to private- and voluntary-sector organisations with a headcount of 250 or more employees at 5 April 2018, and most public-sector organisations with 250 employees or more at 31 March 2018. Acas has guidance to help you determine if the requirements apply to you.
What is the snapshot date for the 2018 round of gender pay gap reporting?
The snapshot dates are:
- 5 April 2018 for private companies and charities
- 31 March 2018 for public-sector organisations
When does do the 2018 gender pay gap reports have to be submitted?
The submission deadlines are:
- 4 April 2019 for private companies and charities
- 30 March 2019 for public-sector organisations
Can the data be submitted earlier than the deadline date?
Yes, gender pay gap reports can be submitted anytime after the snapshot data, up to and including the deadline date.
Around 6% of organisations that had to publicly report their gender pay gap figures for 2017 did so after the spring 2018 deadline. 100% compliance was only achieved in August 2018.
What data has to be submitted?
Organisations must calculate and publish:
- Their mean gender pay gap
- Their median gender pay gap
- Their mean bonus gender pay gap
- Their median bonus gender pay gap
- The proportion of men who receive a bonus payment
- The proportion of women who receive a bonus payment
- The proportion of men and women in each quartile pay band
How do I calculate this data?
The government website has advice about how to calculate the required figures. Good HR systems should be able to calculate this data for you automatically. You may also want to ask your payroll provider for support.
Where do I submit my organisation’s gender pay gap?
You must submit your organisation’s data via the UK government’s website.
You also need to publish the data and any supporting narrative you have written in an accessible place on your organisation’s website.
Where can I view and compare data about organisations’ gender pay gaps?
You can browse reports by employer, and compare organisations’ data, on the UK government’s website.
Is the reporting leading to positive change in gender pay gaps?
Because the snapshot date for the pay gap reports immediately follows the preceding year’s reporting deadline date, some commentators have expressed concern that organisations will not have had time between the 2017 reporting deadline and the 2018 snapshot date for any interventions to take effect.
In January 2019, Personnel Today analysed the 2018 gender pay gap data that had been reported so far to see if employers were improving. It found that, overall, gaps are narrowing: the average difference between all employers’ 2017 and 2018 media hourly pay gap was 0.6 percentage points in favour of women. The gap had worsened for women at 36% of the 600 organisations that had reported their data. Notable organisations that reported rising gaps included Virgin Atlantic, HSBC, Ofsted and the Department for Digital, Culture, Media and Sport.
Research by the Equalities and Human Rights Commission, which enforces compliance with gender pay gap reporting, said only one-in-five employers it surveyed had produced an action plan alongside their data. Just over 10% of organisations surveyed had set targets to measure their progress.
Will smaller organisations, with fewer than 250 employees, ever have to report their gender pay gap reports?
In August 2018, the parliamentary Business, Energy and Industry Strategy (BEIS) committee called for gender pay gap reporting to be widened to include all companies with more than 50 employees. To date, the committee’s recommendations have not been implemented.
Will the government ever require organisations to report on other facets of diversity, such as ethnicity?
In October 2018, the government launched a consultation to determine if mandatory reporting of ethnicity pay gaps would help to address pay disparity. In response to the consultation, the Association of Accounting Technicians (AAT) has suggested that any requirements to report ethnicity pay gaps should apply to organisations with 50 or more employees.
The Institute for Public Policy Research, a think tank, has called for pay gap reporting to be extended to cover disability pay gaps as well.
The government consultation on pay gap reporting closed in January 2019. The findings have yet to be published.
Need help calculating your gender pay gap reports? Call us on 01628 814242 to find out how CIPHR can quickly and easily calculate this data for you