If your organisation has fewer than employees, it can publish and report voluntarily but is not obliged to do so. The snapshot date each year is: For example, businesses and charities must publish by 4 April each year. Public sector organisations must publish by 30 March each year.
Additionally, corporate groups can voluntarily report combined figures for the entire group. Public sector organisations - who must report and publish Public sector organisations include government departments, the armed forces, local authorities, NHS bodies and most schools.
If your organisation is listed in Schedule 2 to the Equality Act Specific Duties and Public Authorities Regulationsyou must publish and report your gender pay gap data following the public sector rules using a snapshot date of 31 March.
Your HR department should be able to tell you if this applies to you. You must use a snapshot date of 5 April. Government departments must publish and report gender pay gap data covering all of their employees - including their executive agencies as these are the same legal entity.
Executive agencies can also voluntarily report for their own organisations. Arms-length bodies such as statutory non-departmental bodies must publish and report as they are separate legal entities from their sponsor department.
For maintained schools in and out of federations, the governing body is responsible for publishing their own gender pay gap reports. Maintained schools may be foundation, community, voluntary, nursery or special schools. For academies in and out of chains, and for free schools, the proprietor is responsible for reporting their gender pay gap data.
Independent and private schools should follow the private sector gender pay reporting regulations using 5 April as the snapshot date. The legal employer must report and publish their gender pay gap data. Part-time workers and job-sharing You must count each part-time worker as one employee for gender pay gap reporting purposes.
If you use job-share arrangements, every employee within a job-share counts as one employee. So, if 2 people job-share, they count as 2 employees for gender pay gap reporting purposes.
When employees have more than one job with your organisation, you can either choose to count them according to how many employment contracts they have or as one employee.
Your organisation can choose the most appropriate approach - but it will help the accuracy of your figures if you consistently apply what you decide. Overseas workers and international jobs As a general rule, you must count an employee based overseas if they have an employment contract subject to English, Scottish or Welsh law.
The Equality and Human Rights Commission can enforce any failure to comply with the regulations.Men, women and work The gender pay gap. Women still earn a lot less than men, despite decades of equal-pay laws.
Why? Women face huge financial disparities aside from the gender pay gap, including investing less than men and carrying more credit card debt.
© Allen & Overy LLP | CS_CDD_ADD–A3 yunusemremert.com Allen & Overy means Allen & Overy LLP and/or its affiliated undertakings. On Pay Gap, Millennial Women Near Parity – For Now. Despite Gains, Many See Roadblocks Ahead.
A new cohort of young women—members of the so-called Millennial generation—has been entering the workforce for the past decade. The gender pay gap is the gap between what men and women are paid.
Most commonly, it refers to the median annual pay of all women who work full time and year-round, compared to the pay . According to highly acclaimed career expert and best-selling author, Marty Nemko, "The data is clear that for the same work men and women are paid roughly the same.
The media need to look beyond.