For those employers caught by the government’s gender pay gap reporting rules (i.e. businesses with more than 250 staff) the prospect of fulfilling obligations under the scheme may seem daunting. A number of grey areas have already been identified, including whether salaried partners, LLP members, casual workers and contractors should be included. There is also some confusion over how pension contributions and bonuses should be taken into consideration in figures.
Acas and the Government Equalities Office have now published the final version of their joint guidance on mandatory gender pay gap reporting. The guidance has been expanded to cover both the Equality Act 2010 (Gender Pay Gap Information) Regulations (SI 2017/172) and the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 (SI 2017/353). The guidance now helpfully addresses some of the problem areas identified above.
However, if you have further questions or require help with your gender pay gap obligations do get in touch with our HR team who will be happy to discuss how we can help.