Since the EqA came into force, the government has had the power to introduce regulations requiring employers to publish information about the difference in pay of male and female employees. To date, this has not been implemented, and gender pay gap reporting has only been done on a voluntary basis, although very few employers have published any such information. The Government is however required to introduce regulations providing for compulsory gender pay gap reporting for employers with at least 250 employees by 26 March 2016. The Government have recently announced that gender pay gap reporting will include information on bonuses and be extended to cover public sector employers but no draft regulations have yet been published.
The practical impact of this change is yet to be determined without sight of the draft regulations or the results of the consultation on point which concluded in September. Ahead of time, employers with more than 250 staff should start thinking now about how their statistics will look and how information could be presented. A crude comparison of male v female pay is almost certain to show a significant pay gap and adopting a more sophisticated approach (for example breaking information down by grade or function) could present a much more balanced picture and show a much reduced or, ideally, non-existent pay gap.