Gender Pay Gap Reporting & Compliance Advice for Business

Similar obligations apply to the public sector from 30 April 2017. Lupton Fawcett’s team of employment lawyers 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 multi-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.

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 please click on the link below.
  • 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 protecting your reputation.

We have experienced Employment Lawyers ready to answer your Gender Pay Gap Reporting & Compliance enquiries via email or telephone.

Lupton Fawcett are a leading personal and commercial law firm in Yorkshire with well-established offices of highly experienced solicitors in Leeds, Sheffield and York.

We provide a personalised service, with sector specialists and extensive resources to ensure we are giving you the best solutions to your problems.

Within every area of law, we put your interests first.

Our Employment Law Solicitors act regularly for clients across the United Kingdom including Bradford, Birmingham, Hull, Leeds, Liverpool, London, Manchester, Sheffield, York and Nottingham.  We also provide specialist niche legal and commercial services for Irish companies wishing to do business in the UK and legal advice for UK companies trading in the  Republic of Ireland.  We can support your needs wherever you live in England, Wales, Northern Ireland and Ireland.

We will always respond promptly, and we will be happy to help.

Holly is an excellent employment lawyer and very committed to giving her clients an excellent service. She plays an active role in ….the legal and business community in Sheffield

Francis Woodhead

Former President, Sheffield Law Society

It has been a pleasure to work with Holly. I’ve always found her to be very approachable and obliging. She responds to my requests for support in a way that increases my understanding of the legislation that we have to act on and implement. Where there is scope for interpretation or options to consider she is forthcoming in highlighting these and I have always found her willing to spend time discussing these with me. Over the years she has been really helpful and supportive.

Sue Barraclough

Compliance Officer at Haven Insurance Company Limited

Holly is consistently rated in the Legal 500 for being “ a highly regarded tactician" with notable expertise "in the field of employment law and data protection”

Legal 500 2019

Thank you for all your help (Sabrina Rahman) with this case. You really have been so friendly and patient with me taking on this big decision in my life, making sure I understood and that it was all covered.

Miss E

“Alex handled a very sensitive and complex legal situation exceptionally well with the utmost professionalism. Alex did not over complicate the issue and instead explained in plain English all legal concepts and as a result we achieved a fantastic result. Alex remained extremely focused and was determined to get the matter finalised in a timely manner even to the extent of ensuring completion during a period of pre-booked annual leave. Thank you Alex, a true professional and excellent as always.”

Sarah Heaton, Human Resources Manager

St Leonard's Hospice

‘… thank you for all your help (Sabrina) with this matter, you have been the best and I don’t know what I would have done without you.’

Mr S

Related Blog Posts

Secret CCTV and the right to privacy

Employers – beware of the new employers’ duties regarding checking immigration status of EEA citizens

Employers have a legal duty not to employ any illegal workers. Following the expiration of the EU Settlement Scheme, it is worthwhile employers familiarising themselves

Pencil iconBy Amy Hughes on 23rd July 2021

Secret CCTV and the right to privacy

Care home staff required to have COVID-19 vaccination in order to continue working

No jab, no job

Pencil iconBy Amy Hughes on 5th July 2021

Secret CCTV and the right to privacy

Working from home will become the new norm for many businesses

Here are some important issues that employers must consider.

Pencil iconBy Sabrina Rahman on 21st June 2021

Secret CCTV and the right to privacy

When should an Employment Tribunal decide whether someone is disabled for the purposes of the Equality Act?

An employment tribunal cannot consider events after the date of a discriminatory act to determine whether an impairment is 'long term' for the purposes of

Pencil iconBy Amy Hughes on 9th June 2021

Is posting on Facebook deemed to be during the ‘course of employment’?

Employers beware – health and safety detriment protection has now been extended to workers

Workers, rather than just employees, now have the benefit of an extension of the law which also protects them.

Pencil iconBy Sabrina Rahman on 1st June 2021

Secret CCTV and the right to privacy

Temporarily adjusted right to work check measures will now end on 31 August 2021

The Home Office has announced that the temporary measures, which have been in place since 30 March 2020, will come to an end on 31st August rather

Pencil iconBy Amy Hughes on 5th May 2021

Secret CCTV and the right to privacy

Fasting in the workplace and how employers can support employees during Ramadan

As it is now Ramadan, many Muslims will be fasting from sunrise to sunset each day for one lunar month

Pencil iconBy Sabrina Rahman on 22nd April 2021

Secret CCTV and the right to privacy

Employee was fairly dismissed for deciding not to come in to work during the first lockdown

The Employment Tribunal decided that in the circumstances the Claimant had not taken any preventative steps, and had decided to leave work without first raising

Pencil iconBy Amy Hughes on 19th April 2021

Secret CCTV and the right to privacy

Discrimination awards increase from April

Discrimination claims can be expensive. Very expensive. Compensation is uncapped.

Pencil iconBy Angela Gorton on 8th April 2021

Secret CCTV and the right to privacy

Sharp rise in multiple cases being brought to the Employment Tribunal

The Employment Tribunal has seen a significant increase in multiple cases being brought compared to figures from 2019.

Pencil iconBy Wendo Chimimba on 19th March 2021

Secret CCTV and the right to privacy

Is there a right to be paid in lieu of carried over holiday where this has previously been taken unpaid?

The recent case of Smith v Pimlico Plumbers Ltd answers this question, which we explore below.

Pencil iconBy Kathryn Moorhouse on 18th March 2021

Secret CCTV and the right to privacy

Changes to National Minimum Wage

April 2021 sees an increase to various statutory pay rates and changes to the National Minimum wage rates (and age at which certain rates are received).

Pencil iconBy Angela Gorton on 12th March 2021

Why Choose Lupton Fawcett?

Having advised and supported many local families, individuals and businesses, we are proud to offer clients a dedicated service from specialist solicitors who are experts in their field:

We're Award Winning

Multi-award winning - Yorkshire Team of the Year, Regional Employment Team of the Year, Employment Law Lawyer of the Year

We're Connected

We're connected to the people, businesses and infrastructure throughout Yorkshire

We Put You First

You can be sure to expect superb client service from us. Our clients are our priority

We're Your Law Firm

Your problems are real but how we approach them makes all the difference

Frequently Asked Questions

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.

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.

Get In Touch Today!

Get In Touch Today!

Please complete this form to make an enquiry and we will get back to you as soon as we can.

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

  • This field is for validation purposes and should be left unchanged.