This course is available online and through a face to face classroom environment.
This course is designed to give delegates details of their responsibilities to meet the mandatory gender pay gap reporting and will cover details of what information is required to enable these reports to be created accurately and on time.
Please note: Materials for this course will be made available via an online platform, however a selection of this materials will need to be printed off and brought with you on the day. Login details for the online platform will be sent to you 10 days before the course start date. If you have any problems or questions, please email email@example.com.
Why should I attend?
Gender Pay Gap reporting is now a statutory obligation for all large employers. However, the rules for producing the required figures are not necessarily straightforward.
The CIPP recognises that Gender Pay Gap reporting requires the collaboration of payroll, HR and finance professionals and this course is structured to cover the requirements that all three disciplines have responsibility for in this arena. It not only explains in detail how the reportable figures should be calculated but how organisations can judicially employ these figures to help address their gender pay gap and associated HR implications.
What will I learn?
To teach delegates the rules and regulations on Gender Pay Gap reporting so they can ensure their organisation or clients comply with this new statutory requirement.
- Distinguish between Gender Pay Gap and Equal Pay
- Identify and collect appropriate data for Gender Pay Gap calculations
- Calculate the statutory Gender Pay Gap figures
- Prepare the written statement and additional narrative
- Comply with the publishing requirements
- Place Gender Pay Gap reporting within a wider diversity policy
- Consider the potential causes of the Gender Pay Gap and how to address them
- Outlining the distinction between Gender Pay Gap and equal pay
- Summarising the background being the introduction of gender pay gap reporting
- Summarising the relevant legislation and the Equality Act 2010
- The generalisation of the reporting requirements
- Defining a “relevant employee” for gender pay gap purposes
- Outlining the mandatory gender pay gap figures that must be published
- Summarising the definitions of the data required
- Defining 'ordinary pay' and 'bonus' pay for gender pay gap purposes
- Defining 'relevant pay periods' and 'bonus pay periods' for gender pay gap reporting
- Defining the 'working hours in a week' for gender pay gap purposes
- Employing the calculation methods required
- Calculating hourly pay rates
- Distinguishing between mean and median averages
- Calculating the proportions of employees that receive bonuses
- Identifying the employees in each pay quartile
- Outlining the process for publishing Gender Pay Gap results
- Defining the deadlines for the publication of figures
- Showing the mediums by which gender pay gap figures should be published
- Outlining the HR Implications of publishing Gender Pay Gap data
- Identifying the causes of pay differentials in organisations
- Appraising the merits of a well-drafted written statement
- Identifying the best practices for minimising gender pay gaps
Creating a payroll procedure manual:
Gender Pay Gap reporting is just one addition to the broad array of tasks and obligations that Payroll Supervisors and Managers have to incorporate into their procedural documentation.
This course covers the theory and practicalities that need to be considered when designing a procedures document that all payroll departments need to ensure all statutory and contractual obligations are managed efficiently and professionally.
Employment status and modern employment practices:
Gender Pay Gap reporting requires the identification and inclusion of certain types of contractors. If the delegate engages any of these in their organisation, this course could be beneficial. From identifying the various factors which determine employment status, this course moves to distinguish between various types of employment intermediaries and establishing the effective consideration of employment status factors when engaging such entities.
The CIPP can offer in-house delivery on most training courses.
In-house delivery can be very attractive for organisations as they can train large numbers of employees* at a reduced rate, without the additional associated costs, such as travel and 'lost time'.
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*Minimum number of delegates apply