Under new regulations, businesses employing 250 or more people will have to publish annual information on the difference in pay between male and female employees. The first reporting is due by April 2018, but the requirements are more detailed and onerous than many had expected.
'Pay' for these purposes covers basic salary, paid leave, bonuses, maternity and sick pay but not, for example, overtime and benefits in kind. The inclusion of maternity pay - as opposed to the employee's notional salary - will inevitably increase organisations' gender pay gaps. Bonuses must be reported on separately, including the difference between the mean bonus payments paid to men and women and the proportion of each gender receiving a bonus.
The data is apparently going to be published in a series of league tables, raising the prospect of the worst employers being 'named and shamed'. There is now a crucial window for businesses to start crunching and analysing the relevant pay data, identifying any gender disparities and considering what mitigating steps they may need to take.
Michael Burd and James Davies work at Lewis Silkin LLP solicitors. Email them at: firstname.lastname@example.org