The new Equality Act 2010 (specific duties and public authorities) regulations 2017 (SI 2017/353) came into force from 31 March 2017. The regulations repeal and replace the Equality Act 2010 (specific duties) regulations 2011 (SI2011/2260). They retain the existing specific duties to publish equality information and equality objectives with the addition of a new requirement to report on the new gender pay gap.
A gender pay gap is a measure of disadvantage (a gap) expressed as a comparison between what, on average, men earn and what, on average, women earn (gender pay). The regulations require public and private sector employers with 250+ staff to report annually from 30th March 2018 on four pay measures:
- The gender pay gap between the hourly rates of pay of male and female full-pay relevant employees, calculated by reference to the specified pay period. This covers both mean and median hourly rates of pay.
- The gender bonus gap between the bonus pay paid to male and female relevant employees, calculated by reference to a specified 12-month period. This covers both mean and median bonus pay.
- The percentage of male and female relevant employees who received a bonus in a specified 12-month period.
- The percentage of male and female full-pay relevant employees who fell within four pay quartiles bands.
As of 1 April 2018, we are required to publish information on our gender pay gap. Our first Gender pay gap report will be published on 30 March 2019.