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Employee Benefits News

Latest News
07 Dec 2015

Gender pay reporting requirements expanded

The government has decided to expand the reporting requirements of gender pay gaps within UK companies to include large-scale public sector organisations and information about bonuses, the Employee Benefits website reports.

The article notes that these adjustments to the regulations mean it will now be compulsory for bosses with 250 employees or more to make public the difference in pay between their male and female members of staff.

Earlier this year, a consultation was opened to decide how the reporting of gender pay gaps would work – including what information should be published, where this would be displayed and how often it would need to be done.

While the consultation closed in September, the government has yet to release full details of how these measures will work in practice. However, some businesses are already disclosing their gender pay gap data voluntarily, before legislation calls for them to do so.

One example of such an employer is Camden Council, which published the pay data of its entire workforce, including median earnings across pay brackets based on gender, disability and ethnicity. The analysis showed that across zone one of the employer´s six-tier pay range, female staff earned an average salary of £57,500 compared with £64,645 earned by their male counterparts – marking a pay variance of 12%.

Average salaries across pay levels one to five range from £18,699 to £52,458 and the gender pay gap for employees in these brackets sat just below 4%; meanwhile, there was no difference in pay in the council´s leadership pay levels.

Commenting on the figures, Camden Council councillor Sarah Hayward stressed the employer´s belief that “it´s important to hold ourselves to account and ensure equality is at the heart of organisation and throughout our workforce.”

Colin Leckey, a partner at Lewis Silkin law firm, noted that although “very few” employers have published this data, “those that have show they´re open and transparent, which encourages employee retention.”

“Employers need to be aware if they have a pay problem, even if it is through unconscious bias,” he added.

Copyright © M2 Bespoke 2015

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