Larger employers have until 4 April 2018 to disclose their gender pay gaps.
Many businesses are still gathering data. Ascertaining which staff are in-scope, and calculating weekly working hours and hourly rates of pay can be challenging, particularly when long-term absences and atypical working arrangements arise. Bonuses, share plans and flexible benefit schemes can also be complex areas to navigate.
However, gender pay reporting is not just about statistics. Once employers have a proper understanding of the data gathered, it is crucial they plan carefully to ensure minimal impact on reputation, recruitment and retention.
Employers should carry out a dry run of all metrics, even if they do not plan to release the information now, to identify any problematic statistics and vulnerabilities. Gender pay statistics can fuel equal pay and discrimination claims, so employers should consider conducting their analysis with lawyers to maintain privilege. Also organisations should ensure it has correctly identified its four quartiles; small errors can significantly distort the data.
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