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 due to the coronavirus (COVID-19) pandemic, and employers do not need to provide their data, see LNB News 24/03/2020 84.

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 (the private and voluntary sector regulations)

  2. Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, SI 2017/353 (the public sector regulations)

This Practice Note sets out a summary of the key things employers need to know about the regulations and examines the provisions of the regulations in detail. The principal focus of this Practice Note is on how the gender pay gap reporting obligations apply to private and voluntary sector employers, however, it also outlines the differences that apply in the case of gender pay gap reporting by public authorities in England, and certain cross-border authorities and non-devolved authorities operating across Great Britain.

For information about understanding gender, ethnicity and disability pay gaps generally and on suggested measures to improve diversity and pay gaps in the workplace, see separate Practice Notes:

  1. Understanding and improving gender and other pay gaps

  2. Improving diversity and equality — employer charters and schemes

  3. Diversity in the boardroom

Summary of status, application and effect


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