Gender pay gap reporting: the regulations

Gender pay gap reporting: the regulations

We answer some of the most common questions about gender pay gap reports, their effectiveness so far in reducing gender pay inequality, and the prospect of the requirements being extended to a wider group of employers. The reporting requirements apply to private- and voluntary-sector organisations with a headcount of or more employees at 5 April , and most public-sector organisations with employees or more at 31 March Acas has guidance to help you determine if the requirements apply to you. The submission deadline is 30 March for public-sector organisations and 4 April for private companies and charities. Yes, gender pay gap reports can be submitted any time after the snapshot data, up to and including the deadline date. In April , around a quarter of organisations filed their data in the final 36 hours before the submission deadline.

Gender pay gap reporting

Foreign academic or vocational students may work in the United States under certain circumstances. DHS issues documents showing employment authorization based on the type of student they are and the type of employment they have. Vocational students in M-1 nonimmigrant status may only accept employment if it is part of a practical training program after they complete their course of study. They must receive Form I, Employment Authorization Document EAD , to begin working and can only work for a maximum of six months of practical training.

F-1 students may not work off-campus during the first academic year but may accept on-campus employment subject to certain conditions and restrictions.

importantly, how to explain your gender pay gap figures to your employees and the wider paid in the relevant pay period (pay period including the snapshot date) their policies to close their gender pay gap and requiring them to provide​.

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Most organisations recognise their staff as their most valuable asset. It’s no secret that employee benefits contribute to the happiness, productivity and well-being of employees. Increasingly so, organisations now need to make sure that the employee benefit program also has a direct link to furthering the organisations success.

Use this service to report the gender pay gap by recording your company’s pay data. You must do this if your company has or more employees. You can find They will not be asked to report this at a later date. Departments and policy.

We use cookies to improve your experience. By continuing to browse this site, you are agreeing to our use of cookies. We are required to publish calculations that display and help explain any gender pay gap. We’re, of course, committed to equality and diversity. Our job evaluation process means that an employee’s pay grade is determined by the job undertaken. There is no reference to gender or any other personal characteristics of the current or potential post holder when considering pay grade.

This system ensures the same pay grade, and therefore salary, is paid to roles of equal value. Further information on our commitment to equality and diversity can be found here. This data can be viewed on GOV. Cookies Policy Hide this message about cookies. Accessibility Ways to Contact My Area.

Gender pay gap reporting 2021: what’s required?

In spite of the Equal Pay Act , which prohibited less favourable treatment between men and women in terms of pay and conditions, and subsequent equality laws, there is still a significant gap between the pay of men and women in the UK. They introduce mandatory gender pay gap reporting on an annual basis for private and voluntary sector employers with or more employees.

The Regulations include a number of amendments to the earlier draft legislation and firm up on what should be included in the figures to be reported and how these should be calculated. Employers covered by the Regulations will be required to compute and report on the difference in pay between ‘relevant’ male and female employees using data from a specific pay period that contains the relevant ‘snapshot’ date — 5 April — from 5 April onwards.

Employers then have 12 months beginning with the relevant date in which to publish the information — i. When deciding whether or not the employee threshold applies, employers should note that the Regulations use the definition of ’employee’ as per Section 83 of the Equality Act , whereby ’employment’ includes employment under a contract of employment, a contract of apprenticeship or a contract personally to do work — i.

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An F-1 student who is the beneficiary of a cap-subject H-1B petition and request for change of status that is filed on time may have their F-1 status and any current employment authorization extended until the first day of the new fiscal year. As a result, the earliest date that an employer can file an H-1B cap-subject petition is April 1 for the following fiscal year, which starts Oct, 1. Current regulations allow certain students with a pending or approved cap-subject H-1B petition to remain in F-1 status during the cap-gap period.

This is referred to as filling the “cap-gap,” meaning the regulations provide a way of filling the “gap” between the end of F-1 status and the beginning of H-1B status that might otherwise occur were F-1 status not extended for qualifying students.

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The Productivity–Pay Gap

This topic looks at the background to the legislation and summarises the key concepts and definitions of the reporting requirements. It looks at the scope of the regulations, including what, where and by when information must be published, as well as monitoring, compliance and enforcement provisions. It includes a separate section for public authorities which identifies where the regulations relating to that sector vary from those which apply to private and voluntary sector employers.

It also considers a number of practical issues which employers in all sectors will need to take into account when planning for and undertaking gender pay gap reporting. Employers must not treat a woman less favourably than a man or a man less favourably than a woman in its pay arrangements on the basis of gender. Employers covered by the reporting requirements must undertake six calculations in the required manner, and in accordance with the definitions set out in the regulations.

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Stay up-to-date with the latest Coronavirus news: Sign up for daily news alerts. Find out who has to report on the gender pay gap and how to report on it. It is now a legal requirement for any type of organisation with over eligible employees to publish a report on their gender pay gap. This means the regulations do not just apply to large corporations but also to private companies, partnerships, charities, trade and professional bodies and indeed anyone who employs or more eligible employees.

Organisations have to calculate six metrics. Although not compulsory, employers are strongly encouraged to produce a report explaining their figures and how they are going to address any gaps identified. In future years it is expected that organisations will be able to demonstrate the progress they have made in reducing the gap. The government anticipates that organisations that do not take action or demonstrate any progress may well find that consumers, suppliers and other users are less keen to purchase or use their services and that it may also discourage current and future employees.

The gender pay gap is reported as six metrics or analytics. They are based on the hourly rates of pay and the bonuses of all eligible employees on a snap shot date.

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