The snapshot date. The reporting deadline. Where to view other employers’ reports. And so. Much. More. Here’s everything you need to know about gender pay gap reporting 2024/25.
Our experts are here to answer some of the most common questions about gender pay gap reports and their effectiveness.
Does my organisation have to report its gender pay gap?
The gender pay gap reporting requirements apply to private- and voluntary-sector organisations with a headcount of 250 or more employees at the ‘snapshot date’ of 31 March 2024, and most public-sector organisations with 250 employees or more on 5 April 2024. Acas has guidance to help you determine if the requirements apply to you.
What is the snapshot date for gender pay gap reporting 2024/25?
The snapshot dates are:
- 31 March 2024 for private companies and charities
- 5 April 2024 for public-sector organisations
When does gender pay gap reporting 2024/25 have to be submitted?
You must report and publish your gender pay gap information within one calendar year of your snapshot date. So for private companies and charities the gender pay gap deadline is 4 April 2025. Public-sector organisations must report by 30 March 2025.
Can the data be submitted earlier than the deadline date?
Yes, gender pay gap reports can be submitted any time after the snapshot data, up to and including the deadline date. Many organisations opt to publish their reports in the final days before the deadline. However, if you choose to report early there are some benefits:
- A positive influence on your organisation’s reputation
- You have stime to resolve any unforeseen issues or complications
- You can start addressing any pay gaps you do have ASAP
- It can be easier to get the data you need for gender pay gap calculations
What data has to be submitted?
The gender pay gap reporting requirements are:
- The mean gender pay gap
- The median gender pay gap
- The mean bonus gender pay gap
- The 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. Or you could ask your payroll and HR software 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 other organisations’ gender pay gaps?
You can browse reports by employer, and compare organisations’ data, on the UK government’s website.
Is reporting leading to a positive change in the gender pay gap?
The short answer is – yes, it seems like it is. In 2023, the ONS found that the gender pay gap has been slowly declining. As of April 2023, it stands at 7.7%.
What are the penalties for failing to report on your gender pay gap?
It’s illegal not to report your gender pay gap information accurately within one year of the snapshot date. Employers that fail to report on time, or report inaccurate information, risk facing enforcement action from the Equality and Human Rights Commission (EHRC). This could include court orders and fines. Your organisation may also suffer reputational damage from failing to comply with the requirements. This is because the gender pay gap service highlights employers that fail to report in a timely manner.
Will smaller organisations with fewer than 250 employees ever have to report on their gender pay gap?
In all honesty, we’re not sure as there hasn’t been much talk of it to date. However, preparing a voluntary report could be a prudent option for organisations that are set to grow in employee size to more than 250 people by the next snapshot date.
Will the government ever require organisations to report on other facets of diversity, such as ethnicity?
Following Labour’s victory in the UK general election 2024, the answer is yes! There will be mandatory reporting on the ethnicity and disability pay gap for employers with more than 250 staff. And its expected that these will mirror the format of gender pay gap reports.
As of the time of publication, we don’t have much more information than this. But we recommend looking into how and where you’ll capture this equality, diversity and inclusion (EDI) data sooner rather than later. You can also have a look at what data you already hold.
What proper gender pay gap reporting functionality means for HR
“Gender pay gap reporting can help organisations know more about the true equality of their pay structure,” says our head of people operations Gwenan West. “Organisations need to be confident that their data is accurate as this will drive future pay, recruitment, talent development and succession planning strategies.”
“Our HR system’s gender pay gap reporting functionality means HR teams have more control over reporting,” West continues. “This enables us to do a quick health check on our gender pay gap at regular intervals – not just when we are running our annual gender pay gap report.”
“Anyone who has run gender pay gap reporting manually will tell you how onerous this can be. Having the data at our fingertips with a click of a button means we are more in touch with the health of our gender pay gap throughout the year. We can break the data down into areas of the business most relevant to us internally within the STEM community.”
Gender pay gap reporting 2024 and beyond
You’re busy. Save time by using our gender pay gap reporting functionality.
Once all the pay-related information is recorded in our software, the calculations are done for you, meaning you can use the time saved to focus on what really matters. Like focusing on improving your own organisation’s gender pay gap. The report also automatically updates figures when information is updated in our HR software. This saves you time as there’s less need to manually input data.
The report provides you with all the stats and data you need, which you can publish on your website and submit to the UK government reporting website, ensuring compliance. With our gender pay gap reporting functionality, your HR team can enable your organisation to put strategies in place to reduce any gaps in gender pay.
Want to learn more? We’d love to chat all things gender pay gap. Call us on 01628 814242 or contact us now to find out how our HR software can quickly and easily calculate this data for you
This article was first published in January 2019. It has been updated periodically thereafter, most recently in July 2024.
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