Gender pay gap reporting under the spotlight
09 January 2018
To date almost 550 of the estimated 9,000 employers have yet to publish their data on the government’s gender pay gap reporting service.
The Equality and Human Rights Commission (EHRC) is currently consulting on their planned approach to enforcing the gender pay gap regulations.
The EHRC has various enforcement powers under the Equality Act; however it is also consulting on its detailed planned approach to non-compliance for 2018-19.
Closing the gap: enforcing the gender pay gap regulations reveals their initial aim, which is to encourage compliance through a range of activities including:
- Promoting awareness
- Monitoring compliance
- Publicising compliance rates
- Promotion of enforcement work
The good news is that in the first instance, EHRC will aim to resolve non-compliance through informal resolution.
From 2018/19, the intention will be to focus enforcement work on employers who do not publish the information required by the gender pay gap regulations. If the EHRC has the capacity to do so, it may also take action against employers for publication of inaccurate data.
Where formal enforcement action is required, it will use the most appropriate action from its range of powers. The consultation details the indicative timescales within which the EHRC will aim to take certain actions once enforcement action has commenced.
The CIPP Policy team have been in communications with EHRC and the Government Equalities Office and would like to hear directly from members about their experiences to date with gender pay gap reporting. Please email Samantha Mann or Diana Bruce at firstname.lastname@example.org.
Further information on gender pay gap reporting
- Acas and the Government Equalities Office (GEO) practical guidance on managing gender pay reporting
- EHRC advice and guidance on gender pay gap reporting requirements
- Government Equalities Office and CIPD closing the gender pay gap Actions for Employers
- CIPP half day training course on gender pay gap reporting and HR implications