- Mandatory gender pay gap reporting: the impact of the revised draft regulations (News, 8 December 2016)
- Overview of the revised draft regulations
- Background to the revised draft regulations
- Employers within scope
- Employees within scope
- 'relevant employees' and 'employees'
- 'full-pay relevant employees'
- Meaning of 'ordinary pay'
- Meaning of 'bonus pay'
- Meaning of 'pay period' and 'relevant pay period'
- Meaning of 'hourly rate of pay'
- Data snapshot on 5 April 2017 (and annually thereafter)
- Information to be published by 4 April 2018 (and annually thereafter)
- (a) Difference in mean hourly rate of pay of full-pay relevant employees
- (b) Difference in median pay of full-pay relevant employees
- (c) Difference in mean bonus pay of relevant employees
- (d) Difference in median bonus pay of relevant employees
- (e) Proportion of male and female relevant employees paid bonus pay
- (f) Proportion of male and female full-pay relevant employees according to quartile pay bands
- Option to provide voluntary narrative
- Manner and form of publication
- Consequences of non-compliance
- Negative publicity related to non-compliance
- Possible action by the EHRC
- Table of key dates
The government has finally published the revised draft Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 which, subject to Parliamentary approval, will come into force on 6 April 2017. The revised regulations include a number of amendments to the original draft regulations to take into account concerns raised during the consultation process. The government has stated that supporting non-statutory guidance to help employers meet the regulatory requirements will be published after Parliament has approved the revised regulations. This analysis piece identifies the key changes made in the revised draft regulations. It then provides a comprehensive account of the overall mandatory gender pay gap reporting regime taking into account these changes.
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