Mind The (Gender Pay) Gap! 16.03.17 Share this item: Twitter LinkedIn Email Back in December 2016 Parliament approved the Gender Pay Gap Regulations. With the new legislation just round the corner, who does it impact? What needs to be reported? Come 5 April 2017, the new rules will apply to any employer with a headcount of 250 or more employees. With less than one month until the new regulations come into play, clarification on what needs to be reported has been released. An employer must publish six calculations showing the: % difference between the mean hourly rate of pay of relevant male and female employees. % difference between the median hourly rate of pay of relevant male and female employees during the relevant pay period. % difference between the mean bonus pay paid to relevant male and female employees during the relevant pay period. % difference between the median bonus pay paid to relevant male and female employees during the relevant pay period. the proportions of relevant male and female employees who were paid bonus pay (new addition) the proportions of relevant male and female employees in the lower, lower middle, upper middle and upper quartile pay bands. It is worth noting that employees who are not, during the relevant period, receiving full pay due to the fact that are on leave (i.e. annual, maternity, shared parental) will be excluded when the employer is calculating the mean and median hourly rates as well as the ‘quartile’ reporting. The above are the main updates that were published after the final version of the Regulations was approved by Parliament. Although employer’s results do not need to be first reported until April 2018, action needs to be taken significantly earlier. It is important that employers are now fully prepared for the data collation and seek any assistance that may be required in fulfilling these obligations. How we can help For further information on this topic – how it will work in practice, what the impact may be to you as an employer or if you simply want advice or help in planning for the levy, please get in touch at email@example.com.