Gender Pay Reporting
The regulations to introduce compulsory gender pay gap reporting are expected to take effect this November. Employers with more than 250 employees will need to calculate - and make public - their mean and median gross hourly gender pay gaps, differences in bonuses between male and female staff and the number of male and female staff in each quarter of the company's pay structure.
What many organisations might have missed is that this requirement includes data on bonuses from April 2016 onwards, so it's essential to act now to avoid problems when you come to publish your first report.
Here are four key steps to prepare for the changes:
- Keep accurate staff records including pay, hours and bonuses to make it easier to collate the data when you need it.
- Carry out a job evaluation exercise to ensure your salary and grading structures pay male and female staff equally for work of equal value Find out more.
- Develop a strategy to ensure female workers are able to develop and progress through the ranks without barriers - especially following career breaks to raise a family and for women over 40 in key sectors like engineering, retail, healthcare and education.
- Work with your staff to find the best solutions. Listening to and consulting with front line staff often brings out the best ideas, while regular appraisals and mid-career reviews can help ensure staff are developing in a way that suits your needs as well as theirs.)
We're running several events on the new legislation to help you make a positive start on this journey.
Click here to see all available dates and venues in Yorkshire and Humber.
Read our latest workplace scenarios here involving disciplinary investigations and think about what you would do:
- Employee Antics lead to Claims of Hostile Work Environment, Racial and Sexual Harassment and Potential Violence
- Manager Accused of Retaliating against a Staff Member who Suspects Him of Stealing
Through our work we have identified that employers, particularly SMEs, are often confused about the scope of their responsibilities in certain areas.
View Mythbusting - employers' most common misconceptions for further information.
Funding to grow your business
The Leeds City Region Enterprise (LEP) has secured government funding to award grants to small and medium-sized businesses in the Leeds City Region in order to invest in the skills of your workforce.
Once registered, you will be able to request Acas as your training provider. Contact John Jeffers at firstname.lastname@example.org to discuss.
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We are proud to say that in 2015/2016 we delivered close to 150 in-house training courses and workplace projects.
Find out more about what the range of business solutions we can offer you by completing our online contact form, e-mailing John Jeffers at email@example.com or calling our Customer Services Team on 0300 123 1150.
Meet the Yorkshire and Humber team
It's important to know who you're working with. Find out more about our backgrounds and experience.
Phone: 0300 123 1150
E-mail: John Jeffers at firstname.lastname@example.org.