Gender pay gap reporting timeline: key dates for HR
Although gender pay gap reporting legislation does not take effect until October, employers may have to collect gender pay gap data from as early as 1 May 2016. HR professionals can use this timeline to get ready for their reporting obligations.
Tuesday 10 May, 2:00pm BST
Do you know what information you will need to publish under the legislation? Are you worried about the reputational implications that gender pay reporting could have for your business? Now: Check that your organisation collects the data needed to conduct gender gap reporting. Information must be collected on employees who work in Great Britain and on employees whose contracts are governed by UK law.
Consider if additional data would be useful for internal analysis of gender pay gaps. For example, it may be useful to gather figures on the gender profile of your organisation, bonus trends across your organisation, or your organisation’s historical gender data in order to understand gender pay gap results.
Consider conducting a test gender pay gap analysis based on data from prior years. This will confirm that your organisation is ready to meet regulatory requirements. It will also allow your organisation to anticipate gender pay gap results and begin to address any potential concerns.
1 May 2016: Begin to collect data for the first reporting period. As bonus pay data includes payments from the year up to 30 April 2017, you may need to collect figures on bonus payments from as early as 1 May 2016. Pay data covers payments for the April 2017 pay period.
1 October 2016: The Equality Act 2010 (Gender Pay Gap Information) Regulations 2016 are expected to come into force on this date. They will require all private and voluntary sector employers with 250 or more employees to publish prescribed information about their gender pay gap.
1 May 2017: Begin to carry out calculations to determine your gender pay gap results.
30 April 2018: Publish the results of the gender pay gap analysis on your organisation’s website before 30 April 2018. The results must be posted in a publicly accessible manner. A signed statement that the information is accurate must accompany the results and the results must remain on the website for at least three years.
Upload the gender pay gap analysis results onto the Government’s reporting website.
Although commentary on the gender pay gap results is not required, organisations should consider adding a narrative to help employees and the public understand their results, particularly in cases where gender pay gaps seem significant. Alternatively, commentary can help highlight an organisation’s strong performance relative to its competitors.
Consider creating an action plan to address gender pay gaps. Although this is not required, it is encouraged by the Government in pursuit of gender equality in the workplace.
