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Gender Pay Gap

If your business has 250 or more employees, you are required to publish statistics annually about the gap between your male and female employees from 5 April 2017 onwards. 


Similar obligations apply to the public sector from 30 April 2017.  Lupton Fawcett is here to ensure you and your business understand the requirements and can assist you in the event you receive equal pay claims or enquiries.

Our award winning team regularly assists employers who are facing equal pay claims and enquiries and can provide guidance and training on your gender pay gap reporting requirements and outcomes.  The Government expects the increased transparency to increase the speed of closure of the current pay gap between the sexes.  With employees, unions, the media and public able to scrutinise the figures, organisations that fail to report or fail to take steps to improve their figures may face negative media reports, struggle to recruit and retain quality staff and, on a worst case scenario, may face having to defend a costly claim. 

With offices in Leeds, Sheffield and York, we have a team of experts ready to talk to you. To speak to a member of our team, call us on 0333 323 5292. Alternatively, send us an email or fill in our online enquiry form to let us know that you would like to hear from us and we will get back to you shortly. 

The reporting requirements 

Gender pay gap results must be published on the organisation's website and uploaded to a government site annually.  The information must be retained on the website for 3 years. 

Is the Gender Pay Gap the same as Equal Pay? 

No.  The Gender pay gap compares the difference in average pay between men and women in the business.  Equal pay compares the pay of men and women in the same job, similar jobs or where the work is deemed to be of equal value.  However, one expected consequence of gender pay reporting is a rise in enquiries, grievances and equal pay claims.  Employers should, therefore, be able to explain the pay gap and consider taking steps to reduce/eliminate any pay gap. 

What do I have to publish? 

Six calculations must be published: 

  1. The mean average gender pay gap
  2. The median average gender pay gap
  3. The mean bonus gender pay gap
  4. The median bonus gender pay gap
  5. The proportion of men and proportion of women who received a bonus
  6. The proportion of men and women in each quartile of the workforce based on pay 

There are specific requirements as to which elements of "pay" are included and excluded and how pay is to be calculated.  Who counts as an employee is widely defined and includes workers and some self-employed individuals.

How can we help?

  • We offer training courses on gender pay gap reporting.  The course is suitable for HR, finance and senior managers.  
  • We can review your policies and procedures to ensure they are gender pay gap compliant.
  • We offer advice in respect of gender pay or equal pay queries, grievances or claims, including representation at the Employment Tribunal.
  • We offer a free employment update service called Employment Express which includes updates on gender pay and equal pay issues.  To subscribe click here.
  • We can refer you to organisations who can complete your gender pay gap analysis for you.  Contact Angela Gorton on angela.gorton@luptonfawcett.law or 0113 280 2026.

Contact Us For Help

We fully understand the importance of protecting your business and of protecting your reputation. To contact us, call us on 0333 323 5292. Alternatively, send us an email or fill in our online enquiry form to let us know that you would like to hear from us.

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Remember you can still call us on 0333 323 5292 or email us at emp@luptonfawcett.law

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