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. 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.

Thank you Nathan and can I say how impressed I was with your approach and detail, it made the whole process as easy as it can be

I wanted to say big big thanks for recommending Nathan to help me with my settlement agreement. He has been great and very helpful indeed. I would not hesitate recommending him to other people.

Nathan was able to bring to a successful conclusion a difficult settlement which could have been avoided had I had his knowledge of this area of employment law. He has also been able to advise me on other matters in his personal and friendly manner.

Mike Shingler, Owner

Care Micro Systems Ltd

Excellent and practical advice. I was impressed by how he understood the issue and was able to put himself in my shoes. Highly recommended!

Virginia Phillips, Director and Owner

Red Oyster Limited

I cannot recommend Nathan highly enough. Throughout the course of my case I found Nathan to be efficient, thorough, professional and creative. He was also supportive and compassionate during what was a very difficult time for me. Needless to say that the Tribunal found in our favour.

Nathan has an incisive ability to grasp complex situations and quickly assess the way forward. He took ownership and instilled confidence with his calm approach. A very, very knowledgeable individual and a genuinely nice bloke. Five star recommendation from me.

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Lupton Fawcett Partner, Louise Connacher, discusses the issues around Gender Pay Gap Reporting, Changes to Data Protection law and the National Minimum Wage. - Video Thumbnail

Lupton Fawcett Partner, Louise Connacher, discusses the issues around Gender Pay Gap Reporting, Changes to Data Protection law and the National Minimum Wage.

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Lupton Fawcett Partner, Joan Pettingill, discusses the ‘employment status’ and Brexit and employment law. - Video Thumbnail

Lupton Fawcett Partner, Joan Pettingill, discusses the ‘employment status’ and Brexit and employment law.

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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

We were awarded the Legal 500 HR/Employment Law team of the year in 2017

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 accredited

Recognised by leading Legal Directories Chambers & Partners and the Legal 500

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.

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Get In Touch Today!

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