Gender pay gap reporting
Gender pay gap reporting

The following Employment practice note provides comprehensive and up to date legal information covering:

  • Gender pay gap reporting
  • Summary of status, application and effect
  • Background to the Regulations
  • Non-statutory guidance materials
  • Employers within scope
  • Private and voluntary sector employers
  • Public sector employers
  • Employees within scope
  • 'Employees'
  • 'Relevant employees'
  • More...

Coronavirus (COVID-19): The enforcement of all gender pay gap reporting deadlines was suspended for the reporting year 2019/20, ie snapshot dates of 31 March 2019 (most public authority employers) and 5 April 2019 (private, voluntary and other public authority employers), due to the coronavirus (COVID-19) pandemic, and employers did not need to provide their data, see LNB News 24/03/2020 84.
The deadline for reporting for 2020/21, ie snapshot dates of 31 March 2020 (most public authority employers) and 5 April 2020 (private, voluntary and other public authority employers) has been extended until 5 October 2021. For further information, see LNB News 24/02/2021 10.
The Equality and Human Rights Commission has published guidance on gender pay gap reporting in 2020/21 for employers who have had changes to their workforce as a result of the pandemic, including furloughed staff.
For further information, see Coronavirus: 2020/21 reporting below.

The gender pay gap reporting obligations are set out in the following pieces of legislation:

  1. Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, SI 2017/172, applicable to the private and voluntary sector and public sector employers not within the public sector regulations (Private Sector Regulations)

  2. Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, SI 2017/353, applicable to most public sector employers (the Public Sector Regulations)

This Practice Note sets out a summary of the key things employers

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