Gender pay gap reporting: what employers need to publish

In February 2015, the Government published the draft Equality Act 2010 (Gender Pay Gap Information) Regulations 2016, which is expected to come into force on 1st October 2016.

Under the draft Regulations, employers with over 250 employees will need to publish details of their gender pay gap.

The reports must be published on the employer’s UK website and to a Government-sponsored website.

What you need to include

The reports must be based on information from a pay period every April, from April 2017. Bonus pay data must be based on the previous 12-month pay period.

Employers will need to publish their first set of reports by April 2018, which need to include:

  • The difference in mean pay between male and female employees
  • The difference in median pay between male and female employees
  • The difference in mean bonus pay between male and female employees
  • The proportion of male and female employees who received bonus pay
  • The number of male and female employees in each quartile of their pay distribution

What pay is included

In the draft Regulations, Pay is defined as:

  • Basic pay
  • Paid leave
  • Maternity pay
  • Sick pay
  • Area allowances
  • Shift premium pay
  • Bonus pay
  • Other pay (including car allowances paid through the payroll, on call and standby allowances, clothing, first aider or fire warden allowances)

And does not include:

  • Pay for a different pay period
  • Overtime pay
  • Expenses
  • The value of salary-sacrifice schemes
  • Benefits in kind
  • Redundancy pay
  • Arrears of pay
  • Tax credits

Sources:, XpertHR

Need advice on gender pay gap reporting?

Please call Nathalie Stewart on 01482 324252.

Or email Nathalie here.

You can find out more about our Employment Law services here.

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