Workplace experts Acas and the Government Equalities Office have published new guidance aimed at helping large businesses with gender pay gap reporting
Changes to the law in relation to gender pay gap reporting has prompted the publication of new guidance from leading workplace experts.
Acas and the Government Equalities Office (GEO) launched the document to help large businesses adhere to the new rules regarding gender pay gap regulations, which will come into force in April
Some 8,000 businesses and voluntary organisation will be bound by the new rules, which apply to firms with more than 250 employees. These changes will allow managers to see the difference in salary for men and women in their workplaces.
New guidance
Acas Chief Executive Anne Sharp said: “Compulsory gender pay reporting is fast approaching. The new requirement provides a great opportunity for organisations to look at the issue in depth and to consider whether they can do more to develop their talented women and secure the benefits of greater gender diversity at all levels.
“The UK has made progress in reducing the gender pay gap but we still have lots to do – tackling the issue is in the interests of individuals, organisations and the economy as a whole.
“Our new guidance on gender pay reporting provides businesses with practical advice on how to carry out the calculations and on family friendly working to reduce the gap.”
Minister for Women, Equalities and Early Years, Caroline Dinenage said gender should not be a barrier to career progression.
She added: “We now have the lowest gender pay gap on record, but we still have to push further.
“Shining a light on the gaps is absolutely key to achieving equality in the workplace, which is why we are introducing requirements on all large employers to publish their gender pay and bonus data from April.
“I encourage all employers to use this guidance, which will be an important and helpful tool for tackling the gender pay gap and promoting workplace equality.”
The guidance from Acas includes the following assistance:
- How to monitor gender differences in the recruitment balance, starting salaries, promotions, and flexible working requests across all job types and levels in the hierarchy.
- How best to promote family friendly working so women can balance work and parental responsibilities, especially for senior roles.
- Encouraging men to use flexible working so they share the responsibility of balancing work and a family life.
The guidance also includes details on how to calculate the gender pay gay, including how to correctly count the number of employees for the gender pay gap calculations; where to publish their data; and the penalties for failure to comply with the new regulations.
