The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 require that information is to be calculated to the “snapshot date” in April 2017 and included onto both their website and a special website provided by the government no later than April 2018, the information must be available to all employees and the public. The information must be signed off by a director or equivalent person within the organisation, and must be updated annually.
The information required is very specifically defined:
This information must be accompanied by a written statement which confirms that the information is accurate. It is required to be kept on the website for a period of at least three years from the date of publication.
It is expected but not required that the written statement will give information explaining gaps, differences and remedial action that they may be taking.
There are currently no penalties in place for non-compliance but there may be significant risk of reputational damage from negative publicity as this is likely to be very high profile.
It is worth pointing out those companies with significant adverse pay gaps will have to find ways to explain this, otherwise issues arising could include:
If you require any assistance with this and how it may affect your business please contact our Head of HR, Rosemary Hedgecock