Gender Pay Gap Reporting: next steps


Posted by on

Summary: The Government’s response to its last consultation and the publication of the final gender pay gap reporting Regulations is hotly awaited. We expect the consultation response this summer, possibly very shortly, and the Government’s current aim is to bring the new law in from April 2017. Given this, employers who have not yet started to prepare for the new regime may well wish to do so.

Final Gender Pay Gap Reporting Regulations eagerly awaited

Gender Pay Gap Reporting is being implemented as part of the Government’s pledge to “end the gender pay gap in a generation”.  The intention is to encourage larger employers to take steps to address gender pay inequalities by forcing them to publish their gender pay gap statistics.

The Government published a consultation and draft Regulations in February this year, to which they received approximately 150 responses (including BLP’s response). We expect the Government’s own response to its consultation during the summer, possibly very shortly. The final Regulations and guidance for employers are also expected soon. It is anticipated that the final Regulations will be published in good time before the commencement date, which the Government is currently planning to be April 2017.

Expect some changes to the final legislation

The issues we expect the Government to clarify in the final Regulations and in guidance include:

  • whether the reporting requirements will apply to individual employers within a group, or on a group-wide basis;
  • expanding the types of UK staff who will fall within the pay gap reporting net; and
  • clarifying whether and how certain elements of pay and bonuses need to be included when calculating gender pay gaps.

What employers can do now

Whilst some changes are expected to the final Regulations, there is much employers can do now to start preparing for the new reporting requirements. This includes:

  • putting together a gender pay gap reporting implementation team (which will need to have input from various stakeholders such as HR, Payroll and your legal team);
  • obtaining buy-in from those at the top of your organisation – the Regulations require sign off from a senior executive; and
  • considering doing a ‘dummy run’ pay gap analysis, to give you a head start on identifying significant pay gaps, to aid your thinking on how to manage them.

BLP’s Employment Group is monitoring progress on the implementation of the Regulations and we will keep you informed of the latest developments.

Stay informed

Sign up to receive email alerts from our award winning Expert Insights team

Sign up now

See more insights by category

This site uses cookies to help us manage and improve the website, your browsing experience, and the material/information we send to our subscribers. For further information about cookies, including how to change your browser settings to no longer accept cookies, please view our Privacy Notice. Otherwise we will assume you are OK to continue.