Requirements for enterprises in the UK
Deb Beltran
Total Compensation Manager -
Large Online Retailer
Companies with more than 250 employees
Companies in the United Kingdom with more than 250 employees are required to report their gender pay gap anually. This requirement has been in place since 2017.
Reporting should include type of employment and differentiate base pay and bonus pay.
What are the deadlines
All companies that fall under the reporting requirement in the UK are required to publish their reports within one year of the snapshot date each year. Snapshot dates: 31 March for public authorities, 5 April for others.
1
Pay Information Disclosure
Employers with 250+ employees must report gender pay gap data annually.
Employers with 250+ employees must report gender pay gap data annually.
Employers with 250+ employees must report gender pay gap data annually.
Reports must include mean and median hourly remuneration, bonus remuneration, and benefits in kind.
Reports must include mean and median hourly remuneration, bonus remuneration, and benefits in kind.
Reports must include mean and median hourly remuneration, bonus remuneration, and benefits in kind.
Reported numbers must be disaggregated by gender, and where relevant, by type of employment (e.g., part-time, temporary contracts).
Reported numbers must be disaggregated by gender, and where relevant, by type of employment (e.g., part-time, temporary contracts).
Reported numbers must be disaggregated by gender, and where relevant, by type of employment (e.g., part-time, temporary contracts).
Disclosures must be made annually, within a year after a designated "snapshot date" each year.
Disclosures must be made annually, within a year after a designated "snapshot date" each year.
Disclosures must be made annually, within a year after a designated "snapshot date" each year.
The reported pay data must cover the year preceding the snapshot date.
The reported pay data must cover the year preceding the snapshot date.
The reported pay data must cover the year preceding the snapshot date.
Snapshot dates: 31 March for public authorities, 5 April for others.
Snapshot dates: 31 March for public authorities, 5 April for others.
Snapshot dates: 31 March for public authorities, 5 April for others.
Reporting deadlines: 30 March for public authorities, 4 April for others.
Reporting deadlines: 30 March for public authorities, 4 April for others.
Reporting deadlines: 30 March for public authorities, 4 April for others.
2
Reporting Frequency
3
Calculation Methods
The regulations specify formulas for calculating mean and median pay differences between male and female employees, the percentage of employees receiving bonuses, and the distribution of benefits in kind.
The regulations specify formulas for calculating mean and median pay differences between male and female employees, the percentage of employees receiving bonuses, and the distribution of benefits in kind.
The regulations specify formulas for calculating mean and median pay differences between male and female employees, the percentage of employees receiving bonuses, and the distribution of benefits in kind.
For bonus and other remuneration types, adjustments are detailed for cases where the pay period does not align with the reporting period.
For bonus and other remuneration types, adjustments are detailed for cases where the pay period does not align with the reporting period.
For bonus and other remuneration types, adjustments are detailed for cases where the pay period does not align with the reporting period.
Employers must report the gender distribution within four quartile pay bands, from the lowest to highest earners, providing a clearer picture of pay disparity across different levels of remuneration.
Employers must report the gender distribution within four quartile pay bands, from the lowest to highest earners, providing a clearer picture of pay disparity across different levels of remuneration.
Employers must report the gender distribution within four quartile pay bands, from the lowest to highest earners, providing a clearer picture of pay disparity across different levels of remuneration.
Publish reports on employer’s website and government’s Gender Pay Gap Service.
Publish reports on employer’s website and government’s Gender Pay Gap Service.
Publish reports on employer’s website and government’s Gender Pay Gap Service.
The report must explain what measures are being taken to address any reported pay disparities.
The report must explain what measures are being taken to address any reported pay disparities.
The report must explain what measures are being taken to address any reported pay disparities.
Reports must be kept publicly available for a minimum of three years.
Reports must be kept publicly available for a minimum of three years.
Reports must be kept publicly available for a minimum of three years.
Companies are allowed to report additional information to explain their pay gap.
Companies are allowed to report additional information to explain their pay gap.
Companies are allowed to report additional information to explain their pay gap.
4
Publication and Accessibility
Want to do the right thing but not sure where to start?
Book a free call to discuss your needs, and we'll guide you on compliance and best practices for pay transparency.
Want to do the right thing but not sure where to start?
Book a free call to discuss your needs, and we'll guide you on compliance and best practices for pay transparency.
Want to do the right thing but not sure where to start?
Book a free call to discuss your needs, and we'll guide you on compliance and best practices for pay transparency.
Pay transparency made easy
The information on this page is not intended to serve and does not serve as legal advice. All of the content, information, and material on this website are only for general informational use.
Copyright © 2024 SkillsTrust. All Rights Reserved.
Pay transparency made easy
The information on this page is not intended to serve and does not serve as legal advice. All of the content, information, and material on this website are only for general informational use.
Copyright © 2024 SkillsTrust. All Rights Reserved.
Pay transparency made easy
The information on this page is not intended to serve and does not serve as legal advice. All of the content, information, and material on this website are only for general informational use.
Copyright © 2024 SkillsTrust. All Rights Reserved.
Pay transparency made easy
The information on this page is not intended to serve and does not serve as legal advice. All of the content, information, and material on this website are only for general informational use.
Copyright © 2024 SkillsTrust. All Rights Reserved.