The following Employment Q&A provides comprehensive and up to date legal information covering:
The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, SI 2017/172 ('the regulations') come into force on 6 April 2017. Acas and the Government Equalities Office published draft non-statutory guidance on managing gender pay gap reporting in the private and voluntary sectors to assist employers comply with the regulations.
This Q&A addresses the key questions employers need answered about the new requirement as set out in the regulations. For our full coverage of the gender pay gap and the forthcoming reporting requirement, see our Practice Notes:
Gender pay gap reporting (which also includes details of the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, SI 2017/353, which will apply to most public sector employers, and are not covered in this Q&A), and
Understanding and improving gender and other pay gaps
The gender pay gap is a measure of the difference in pay received by men and women. The gender pay gap is expressed as a figure representing difference in women's pay as a percentage of that received by men, eg if the mean (ie average) pay for men is £10 per hour and the mean pay for women is £8 per hour the mean gender pay gap at that employer would be 20%.
The gender pay gap is different to, and not simply a measure of, an employer's compliance with
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