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mean (average) gender pay gap using bonus payįind out what data you will need to gather and how to make your gender pay gap calculations.percentage of men and women receiving bonus pay.mean (average) gender pay gap using hourly pay.percentage of men and women in each hourly pay quarter.You must calculate, report and publish these gender pay gap figures: The gender pay gap figures you must report You don’t need to wait for a letter from the Government Equalities Office before publishing and reporting your gender pay gap information. The Equality and Human Rights Commission can enforce any failure to comply with the regulations. If you have a headcount of fewer than 250 on your snapshot date, you are not required to comply with the regulations but should give serious consideration to the business benefits of doing so. This is discretionary.Įmployers can report and publish their gender pay gap information at any time before the deadline. You may also publish a supporting narrative and an action plan to help explain your gender pay gap and the actions you plan to take.

Publish their gender pay gap information (and written statement if applicable) in a prominent place on their employer’s public-facing website Report their gender pay gap information to the government online, using the Gender pay gap service This applies for each year that employers have a headcount of 250 or more on their snapshot date Report and publish their gender pay gap information within a year following their ‘snapshot date’. This requires employers to annually report and publish specific figures about their gender pay gap.Įmployers that are required to report and publish their gender pay gap information must both: From 2017, if you are an employer who has a headcount of 250 or more on their ‘snapshot date’ you must comply with regulations on gender pay gap reporting. This specific date is called the ‘snapshot date’. Gender pay gap calculations are based on employer payroll data drawn from a specific date each year.

Paysnap payroll