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Hewett's Legal Corner #35 - July 2015

This edition of Hewett's Legal Corner shares Personnel Todays'  recent article... 'Five key steps that HR should consider in order to preapre for 'gender pay gap reporting'

The Government published its preliminary consultation on the proposed introduction of mandatory pay gap reporting for companies with more than 250 staff.

The Government has moved a step closer towards forcing larger companies to publish data on how they pay their male and female employees, via legislation that is already in the Equality Act 2010, but is yet to be enacted.

The consultation, which closes in September, will look at exactly what data organisations will be obliged to present, and how.  It is also seeking views on whether or not employers should be able to add some context to the figures by adding a narrative, and how much time the Government can reasonably give employers to produce the figures.

It has been suggested that the requirement could be introduced on a phased basis, with the largest companies being forced to report first.

According to the most recent data from the Office for National Statistics, the gender pay gap narrowed in 2014 to 9.4%, compared with 10% in 2013. In 1997 the figure was 17.4%.

Although the legislation is still in consultation, there is no reason for organisations not to audit their pay practices now to ensure that men and women are rewarded fairly.

Five steps to help you prepare.....
  • Gather Information
  • Determine which jobs are equal
  • Identify pay gaps
  • Determine the cause of pay gaps
  • Develop an equal pay action plan

To read the full article follow the link:  Personnel Today - Gender Pay Gap Reporting

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