remuneration provided otherwise than in money. Analyse any pay gaps, test these against potential objective justifications and identify any high risk areas. the partners in any other kind of partnership, the written statement must be signed by a partner; the members or officers of an unincorporated body of persons other than a partnership, the written statement must be signed by a member of the governing body or a senior officer; any other type of body, the written statement must be signed by the most senior employee. (2) A relevant employer must also publish on a website designated for that purpose by the Secretary of State—, (a)the information required by regulation 2, and. This includes both ordinary pay and bonus pay for the relevant pay period. A surprising number of employers - 21 of 389 - report a mean pay gap of zero (of these 19 also report a median pay gap of zero). On current statistics, women make up only 41.64% of the upper pay quartile. where the employee has not been at work for a sufficient period, or for some other reason the employer is not reasonably able to make the calculation under paragraph (a), a number which fairly represents the number of working hours in a week having regard to such of the considerations specified in paragraph (5) as are appropriate in the circumstances. Overall gender pay gap figures using both a median and mean calculation. (f)the proportions of male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands (see regulation 13). In addition, employers will be able to provide additional contextual narrative, explaining any pay gaps and setting out what remedial action they intend to take in line with the guidance produced alongside the Regulations. (b)relates to profit sharing, productivity, performance, incentive or commission. if the relevant employer does not pay the employee basic pay, the period in respect of which the employer most frequently pays the employee one of the elements of ordinary pay mentioned in regulation 3(1)(b) to (e). However, publishing adverse gender pay gap information could also have a number of significant and harmful implications for companies including: PwC Legal working in conjunction with PwC data analysts and reward specialists can assist companies by providing legally privileged support, which will: In addition to helping clients with ongoing mandatory reporting obligations, PwC Legal’s reporting, discussions and action planning can take place in a confidential and legally privileged manner. maternity leave, sick leave, special leave) then they should not be included in the calculations. 4.—(1) In these Regulations, “bonus pay” means (subject to paragraph (2)) any remuneration that—. confirms that the information is accurate; and. Ordinary or bonus pay is calculated before deductions are made at the source (for example deduction in relation to income tax or pension) but note this is after salary sacrifice (“… where an employee contributes to a pension by means of a salary sacrifice scheme, the employee’s gross salary after the reduction should be used.” Acas/Geo guidelines March 2017). Divide the employees, as ranked under Step 1, into four sections, each comprising (so far as possible) an equal number of employees, to determine the lower, lower middle, upper middle and upper quartile pay bands. Again, this figure is lower than might have been expected. 15.—(1) The requirement in regulation 2 to publish information, and the requirement in regulation 14 for the information to be accompanied by a written statement, are requirements that that information and statement be published on the employer’s website—, (a)in a manner that is accessible to all its employees and to the public; and. Work with employers to prepare a bespoke action plan to address and remedy any issues and minimise risks. Consider confirming their status via our switchboard (+44 20 7626 6000), or check https://www.fca.org.uk/scamsmart., The full guide for HR & reward professionals, Sign up to receive more useful information on this topic. remuneration referable to redundancy or termination of employment. Regulation 8 sets out the way in which a relevant employer must calculate the difference between the mean average hourly rate of pay of male full-pay relevant employees, and that of female full-pay relevant employees. “It’s a huge problem,” said Ann Francke, chief executive of the Chartered Management Institute, who added that the lack of change highlighted the need for changes in corporate culture, including measures to promote flexible working, fairer hiring and promotions. This could include consideration of overall reward strategy and the utilisation of our bespoke technology. It must also be published on a ‘website designated by the Secretary of State’ with the name and job title of the person who signed the statement. They apply to employers in the private and voluntary sectors who have 250 or more employees on 5 April each year. 2.—(1) A relevant employer must publish, for 2017 and each subsequent year, the following information—. Employers will be required to publish gender pay gap information on an annual basis. Many say they expect further swings over the next reporting period. The public availability of Gender Pay Gap information will encourage employers to take actions to reduce or eliminate their Gender Pay Gaps prior to publication. These Regulations impose obligations on employers with 250 or more employees to publish information relating to the gender pay gap in their organisation. a firm, or an entity of a similar character, formed under the law of a country outside the United Kingdom. Section 10(3) was amended by paragraph 6(2) of Schedule 2 to the Finance Act 2011 (c. 11). Naming and shaming employers has not made menâs and womenâs pay packets more equal. the difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees (see regulation 8); the difference between the median hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees (see regulation 9); the difference between the mean bonus pay paid to male relevant employees and that paid to female relevant employees (see regulation 10); the difference between the median bonus pay paid to male relevant employees and that paid to female relevant employees (see regulation 11); the proportions of male and female relevant employees who were paid bonus pay (see regulation 12); and. ALERT: In these times and always, beware of attempts to impersonate or clone legitimate Mercer companies (such as fake websites, scam email and phone calls). The UK legislation requires companies to report on similar categories to those outlined above. (b)if the relevant employer does not pay the employee basic pay, the period in respect of which the employer most frequently pays the employee one of the elements of ordinary pay mentioned in regulation 3(1)(b) to (e). The gender pay gap is the percentage difference between average hourly earnings for men and women. The Bill demonstrates the Government's commitment to reducing the gender pay gap in Ireland which currently stands at 13.9%. The introduction of mandatory gender pay gap reporting is a positive step for diversity, will likely lead to increased transparency and is a welcome development for gender equality. any taxable earnings within the meaning of section 10(2) of ITEPA 2003(, any taxable specific income within the meaning of section 10(3) of ITEPA 2003(, the period in respect of which the relevant employer pays the employee basic pay, whether weekly, fortnightly, monthly or any other period, or. A written statement, signed by a senior individual, confirming the accuracy of the published data. Reputational risks are also a consideration if employers fail to comply with the regulations. Only relevant employees should be captured; if an employee has reduced or nil pay as a result of being on leave (e.g. 6.—(1) The “hourly rate of pay”, in relation to a relevant employee, is to be determined as follows—. As the year draws to a close, we take a look back at one of the biggest employment law changes of 2017: gender pay gap reporting. The proportion of male full-pay relevant employees within each quartile pay band must be expressed as a percentage of the full-pay relevant employees within that band as follows—, A is the number of male full-pay relevant employees in a quartile pay band; and. Identify all amounts of ordinary pay and bonus pay paid to the employee during the relevant pay period.
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