After introducing a poorly subscribed voluntary scheme for publishing gender pay gap information, the Government has recently conceded to parliamentary pressure and is expected to introduce regulations in October 2016 which will bring in mandatory reporting from Spring 2018.
Employers with 250 or more employees will have to publish gender pay gap information on an annual basis. This will include mean and median data on gender differences in salary and bonuses together with levels of staff in each pay quartile.
Smaller employers would be wise to take the time to review pay levels in their organisations at the same time. There have been many equal pay claims in the employment tribunals over the past 5 years and the increased focus brought by the new rules will no doubt cause employees to look at their own situations. Employees talk to each other about salary levels and it is extremely hard to justify gender pay inequality in a tribunal.
If you need any advice on gender pay equality in your business, please contact Backhouse Solicitors for advice.