Gender Pay Gap Reporting
The Gender Pay Gap Information Act 2021
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The Gender Pay Gap Information Act 2021 -
The Gender Pay Gap Information Act 2021
The Gender Pay Gap Information Act 2021 has introduced the legislative basis for gender pay gap reporting and regulations under the Act will be published in the coming weeks. The regulations will require organisations with over 250 employees to report on their gender pay gap in 2022. It was signed into law on 13th July 2021.
Employers will choose a ‘snapshot’ date of their employees in June 2022 and will report on the hourly gender pay gap for those employees on the same date in December 2022.
The Act requires the Minister for Children, Equality, Disability, Integration and Youth to make Regulations, requiring employers to publish:
• The mean and median hourly wage gap, the former reflecting the entire pay range in an organisation and the latter excluding the impact of unusually high earners.
• Data on bonus pay.
• The mean and median pay gaps for part-time employees and for employees on temporary contracts.
• The proportions of male and female employees in the lower, lower middle, upper middle and upper quartile pay bands.
The Regulations will also require employers to publish a statement setting out, in the employers’ opinion, the reasons for the gender pay gap in their company and what measures are being taken or proposed to be taken by the employer to eliminate or reduce that pay gap.
The reporting requirement will initially apply to organisations with 250 or more employees but will extend over time to organisations with 50 or more employees:
+250 employees: 2022
+150 employees: 2024
+50 employees: 2025
The Department of Children, Equality, Disability, Integration and Youth will publish guidance for employers on how gender pay gap calculations should be made.
Plans are also in place to develop an online reporting system for the 2023 reporting cycle.