The Gender Pay Gap Report - What Does My Company Need To Do?

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PayFit

Last updated on 24.03.2022

After two very abnormal years, the Gender Pay Gap report will return to its original format for 2022.

Organisations with 250 plus employees must submit their data via the UK government website. The deadline for public sector organisations is the 30th of March 2022, while private and voluntary companies have until the 4th of April 2022.

Gender Pay Gap: What you need to know

What is the Gender Pay Gap Report?

Introduced back in 2017, the Gender Pay Gap (GPG)  Report is a set of regulations aimed at improving (and eventually eliminating) the difference in pay experienced between women and men. 

Are you legally required to publish a gender pay gap report?

If your organisation is in the private or voluntary sector and will have a headcount of 250 by the 4th of April April 2022, you're required to submit a report. This also applies to most public sector companies with a 250+ headcount by the 30th of March.

If your organisation doesn’t currently meet this criteria then you don’t need to submit a report this year.

When is the deadline for Gender Pay Gap Reporting?

There are two deadlines, as follows:

Most public sector organisations - the 30th of March 2022

All private and voluntary organisations - the 4th of April 2022

What do I need to submit?

Organisations need to include data on the following:

  • Mean and median figures for their gender pay gap 

  • Mean and median figures for their gender bonus gap

  • The proportion of men who received a bonus payment vs the proportion of women who received one

  • The proportion of men and women in each quartile pay band 

Where do I submit my company’s report?

Your organisation should submit its data via the .GOV.UK website.

The impact so far: have the regulations made a difference?

The answer is a little complicated. According to the Office of National Statistics (ONS), the gender pay gap for full-time employees fell by roughly 25% between 2011 and 2021. In other words, the GPG was already falling before reporting legislation was introduced in 2017. So it is difficult to say what kind of impact (if any) reporting has had on the difference in pay between men and women.

Despite this, the GPG report has certainly focused attention on the importance of narrowing this pay gap. From corporate leaders taking these issues more seriously to employers and managers taking concrete steps to address their organisation's specific gender-related challenges, steps are being taken in the right direction.

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