ACAS have recently published their Guidance on the Gender Pay Reporting requirements that are due to come into force on 6th April 2017. The guidance covers the law which is not yet in force but it is a useful starting point for those wanting to understand their obligations and why it was introduced in the first place. The guidance then sets out the four steps employers must take to comply with their legal obligations and a fifth additional step which is recommended best practice and seeks to address ways in which the gender pay cap can be closed if one is identified. You can read the full guidance here.
As previously reported the regulations provide that employers with at least 250 employee must calculate and report the difference between men’s and women’s average hourly pay and that this information has to be accessible.
Also draft regulations have been laid before Parliament to come into force on 30th March 2017. These will impose a new duty on public authorities to publish gender pay gap information including differences in bonus pay and between mean and median hourly rates of pay and will apply to public authorities in England with 150 + employees. The first report has to be published by 30th March 2018 and yearly thereafter.