What is gender pay gap reporting?
Gender pay gap reporting involves organizations assessing and revealing the average pay differences between male and female employees. It aims to uncover gender-based pay disparities to foster transparency and promote pay equality.
Legally, the Equality Act 2010 mandates annual Gender Pay Gap (GPG) Reporting for employers to compare male and female staff wages. This report might show:
Men's hourly earnings exceeding women's by 5%.
Women's annual bonuses surpassing men's by 5%.
A gender predominance in the lowest-paid 25% of employees.
For detailed information on Gender Pay Gap laws and advice, refer to the Legislation and ACAS Guidance.
Who needs to report?
Any employer with 250 or more employees on a specific date each year (the ‘snapshot date’) must report their gender pay gap data.
If you have to report, you must report and publish your gender pay gap information within a year of your snapshot date. The snapshot date is 31 March for most public authority employers, and 5 April for everybody else.
You must do this for:
each year that you have 250 or more employees on your snapshot date
each separate ‘legal entity’, if you are part of an organisation or group with more than one legal entity
If you have fewer than 250 employees on your snapshot date, you can still report if you would like to.
When do they need to report?
Snapshot dates
The snapshot dates are:
31 March for most public authority employers
5 April for private, voluntary and all other public authority employers
You should base your gender pay gap calculations on payroll data taken on your snapshot date.
Reporting deadlines
You must report and publish your gender pay gap information within a year of your snapshot date.
The reporting deadlines are:
30 March for most public authority employers
4 April for private, voluntary and all other public authority employers
You must do this for every year that you have 250 or more employees on your snapshot date.
Report and publish your gender pay gap information at any time up to the reporting deadline.
How is the report produced?
Within Cintra iQ, you can create a Gender Pay Gap (GPG) report by extracting snapshots of data through the Gender Pay Gap module. When the extracts are made, the calculations for the GPG report are based on data gathered as at a snapshot date. The mandatory date is the 5th April for the private sector, and the 31st March for the public sector.
You can create as many snapshots as you want, for any snapshot date of your choosing. In this way you can monitor your gender pay gap through the year, as well as at the mandatory snapshot reporting date. Once a snapshot of data is created, you can view and edit the employee level data, and then view the calculations produced from this data within the GPG report.
Cintra iQ allows you to make a data snapshot regardless of how many employees you have, however, there is only a statutory reporting obligation for organisations with 250 or more employees as at the snapshot date.
Note: If you do not have the complete set of relevant employees within Cintra iQ (e.g. executive staff are processed elsewhere), you need to produce the key calculations outside of Cintra iQ. You can use Cintra iQ to export the hourly rate.
For a checklist of tasks that need to be performed, see Guide: Gender pay gap.