It is unlawful to pay people unequally because they are a man or a woman. .css-14iz86j-BoldText{font-weight:bold;}Businesses with 100 employees or more should publish their gender pay gap data, according to a group of MPs. Researchers examined gender pay gap reporting legislation in 10 countries, and say the UK needs to do more to make faster progress on equality. Labour's Stella Creasy led the call for changes to the threshold as she presented a bill to Parliament. You must do this if your company has 250 or more employees. We help you build confidence in your gender pay gap disclosures, analyse root causes of inequality, assure the effectiveness of initiatives designed to address them, and co-develop improvement strategies for a culture where people thrive at work. The BBC is not responsible for the content of external sites. © 2020 BBC. Allowing women to request pay data relating to a male colleague if they suspect there is a gap, Require mandatory plans of action to fix any gap, Ending time limits on women being able to claim back pay, Giving women back pension rights lost because of pay discrimination, Giving damages for the emotional harm suffered as a result of discrimination, Ensuring current rules that protect women's equal pay rights after Brexit. Guidance to help UK employers comply with reporting requirements and address their gender pay gap Organisations with 250 or more employees must report on their gender pay gap figures annually. Get a listing of the hourly pay rate of all your organisation’s full-pay relevant employees in the pay period that covers the snapshot date. You can find and compare the published gender pay gap data without registering to use this service. You must calculate your organisation’s gender pay gap in hourly pay, as both a: You must calculate your organisation’s figures for the: You must calculate your organisation’s figures to show the proportion of male and female full-pay relevant employees in four pay bands. Figures from the Office for National Statistics (ONS) showed in the year to April 2019, the gender pay gap for full-time workers rose to 8.9%. EY | Assurance | Consulting | Strategy and Transactions | Tax. The UK is “unique in its light-touch approach” in not requiring private employers to produce a plan to tackle gender pay gaps, a report has found. 10012551. EY’s Gender Pay Gap Reporting services work with you to build confidence in your gender pay gap disclosures, help analyse problems, assure the effectiveness of initiatives aimed at addressing them, co-develop strategies for continued improvement, and design a culture where people thrive at work. VideoPandemic highlights anger at Amazon in France, How a smalltown doctor became a Covid pariah, .css-orcmk8-HeadlineContainer{display:-webkit-box;display:-webkit-flex;display:-ms-flexbox;display:flex;-webkit-box-pack:justify;-webkit-justify-content:space-between;-ms-flex-pack:justify;justify-content:space-between;}Diego Maradona: Argentina legend dies aged 60.css-1dedj2h-Rank{-webkit-align-self:center;-ms-flex-item-align:center;align-self:center;color:#B80000;margin-left:3.125rem;}1, Meghan: Duchess of Sussex tells of miscarriage 'pain and grief'2, Kylie Moore-Gilbert: Lecturer 'released by Iran' in prisoner swap3, Diego Maradona: Obituary - Argentina's flawed football icon4, A harsh reality in coal country - with or without Trump5, Europe migrant crisis: Rescuers find owners of wedding rings lost at sea6, The Weeknd calls Grammy Awards 'corrupt' after nominations snub7, Germany Merkel: Car rams into chancellery gate ahead of Covid decision8, US election 2020: Biden says White House co-operation 'sincere'9, 'Hello Greta! From highest paid to lowest paid, these quartiles will be the: If the number of employees isn’t divisible by 4, distribute them as evenly as possible. How sunshine can make the railways greener. Update in information around 'Median gender pay gap in hourly pay: how to calculate' and 'Median gender pay gap in bonus pay: how to calculate', Additional guidance to reflect gender pay gap reporting requirements for public sector organisations. How to build a positive workplace culture that supports and reinforces good mental wellbeing, How to keep your employees moving in a restricted world, How to use communication to support employee mental health this Christmas. Research finds legislation is ‘much more robust’ in other countries. We have started the conversation and now we need action," she said. All Rights Reserved. Identify problem areas and help you close the gap by suggesting targeted proven interventions. But their report found the UK was leading the way in terms of transparency and high levels of compliance, with 100% of eligible employers reporting in 2019. We’ll send you a link to a feedback form. EY UK&I Financial Accounting Advisory Services Leader. How to make the calculations you need to report your organisation's gender pay gap data. The focus now should be on measures to move the dial and show progress in next year’s disclosures. give your investors, employees and other stakeholders insight into levels of equality in your organisation. The coronavirus pandemic, she added, was showing why Parliament needed to act, with "more mums being made redundant and furloughed than their male counterparts". The research by the Fawcett Society and the Global Institute for Women’s Leadership at King’s College London (KCL) found the UK lags behind other countries, which have “much more robust systems”. Mandatory gender pay gap reporting From 2017, any organisation that has 250 or more employees must publish and report specific figures about their gender pay gap. The first reporting cycle has just been concluded, and our analysis reveals that: men are paid more than women, based on the median hourly pay, in 77% of the 10,462 organisations that had filed by 2 May; only 9% of entities reported paying men and women equally; … EY refers to the global organization, and may refer to one or more, of the member firms of Ernst & Young Global Limited, each of which is a separate legal entity. We use cookies to collect information about how you use GOV.UK. Our Gender Pay Gap event brought employers together to discuss lessons learned from the first Gender Pay Gap Reporting cycle. Don’t worry we won’t send you spam or share your email address with anyone. Just one other country in the report – Austria – does not make it compulsory for all relevant private sector employers to submit an action plan in at least some circumstances. Once your account is activated, you can also: add percentage calculations and data comparing men and women’s pay in your company, add details of a senior person in your organisation who’s responsible for the data, publish a link to your organisation’s written statement and response. According to the ONS, the UK mean gender pay gap is 14.1%, and has been stuck at the same level for three years. 5 April is the snapshot date for businesses and charities. Employers that fail to report on time or report inaccurate data are be in breach of the regulations and risk court orders and fines. To help us improve GOV.UK, we’d like to know more about your visit today. This data is based on figures drawn from a specific date each year - called the ‘snapshot date’. The average gender pay gap has declined marginally since 2017 (by 1.4%), while the average bonus gap has increased massively (178.7%). There were some important changes to enforcement of the gender pay gap reporting regulations for the 2019/20 reporting year (which used a snapshot date of either 31 March 2019 or … MPs call for wider gender pay gap reporting. The first reporting cycle has just been concluded, and our analysis reveals that: Many organisations referred to the low numbers of women being appointed to the highest level jobs to explain their pay gaps. Currently in England, this requirement only applies to private and public sector employers with at least 250 workers. You can change your cookie settings at any time. You should list 9 female employees and one male employee in the lower quartile, and 27 female employees and 3 male employees in the lower middle quartile. If a workforce has a particularly high gender pay gap, this can indicate there may a number of issues to deal with, and the individual calculations may help to identify what those issues are. image copyright Getty Images. Ms Creasy said it was time to end the "culture of discrimination and the culture of secrecy that causes it". Our robust approach follows the requirements defined by the International Standard on Assurance Engagements (ISAE) 3000, the recognised standard covering this type of non-financial reporting. From 2017, any organisation with 250 or more employees had to publish specific figures about their gender pay gap on their website, and report the data to the government. “But it needs to be reintroduced as soon as possible with key changes made to make the system more effective. “Lowering the minimum employee threshold for gender pay gap reporting would also enable us to get a more complete picture of how women are managing through the current economic disruption, and other countries show that it can be done in a way that isn’t an extra burden for smaller employers.”.