Guidance on how to comply with gender pay gap reporting two months ahead of the rules coming into force has been made available by the government and conciliation service Acas.
The guidance offers businesses, charities and voluntary organisations practical advice on how to correctly calculate the gender pay gap before the new rules become mandatory for many businesses on 6 April 2017.
Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, employers with at least 250 employees must calculate and report the difference between men's and women's average hourly pay.
According to Acas' guidance, employers should take the following five steps:
- extract the 'essential information', i.e. the pay, bonuses and weekly working hours of its male and female employees;
- carry out the necessary calculations, in order to assess the (mean and median) gender pay gap;
- make a supporting statement to confirm that the published information is accurate;
- publish the gender pay information; and
- implement plans to manage the gender pay gap, for instance, developing initiatives to encourage female mentoring and development.
If you would like to read Acas' guidance in full, you can download it here.
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.
