Gender pay gap reporting

Gender pay reporting legislation requires employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees. 

View or download:

Reporting may show, for example, that on average men earn 10% more pay per hour than women, that men earn 5% more in bonuses per year than women, or that the lowest paid quarter of the workforce is mostly female. These results must be published on the employers own website and a government site. This means that the gender pay gap will be publicly available, including to customers, employees and potential future recruits. 

As a result, employers should consider taking new or faster actions to reduce or eliminate their gender pay gaps.

Regulations for the private and voluntary sectors have now been approved and will commence from April 2017, from which point employers will have up to 12 months to publish this information. Public sector regulations are subject to the approval of Parliament but are expected to follow the same timescale. We will update our guidance following this final approval. 

There are two sets of regulations. The first is mainly for the private and voluntary sectors (taking effect from 5 April 2017) and the second is mainly for the public sector (taking effect from 31 March 2017). Employers will have up to 12 months to publish their gender pay gaps.

Key points

Download the joint Acas & GEO guide on pdf  Managing gender pay reporting [559kb] for more detail.

What are the calculations?

An employer must publish six calculations showing their:

  1. average gender pay gap as a mean average
  2. average gender pay gap as a median average
  3. average bonus gender pay gap as a mean average
  4. average bonus gender pay gap as a median average
  5. proportion of males receiving a bonus payment and proportion of females receiving a bonus payment
  6. proportion of males and females when divided into four groups ordered from lowest to highest pay.

What should be done with the calculations?

The results must be published on the employer's website and a government website. They must, where applicable, be confirmed in a written statement by an appropriate person, such as a chief executive.

Employers have the option to provide a narrative with their calculations. This should generally explain the reasons for the results and give details about actions that are being taken to reduce or eliminate the gender pay gap.

While employers may already be taking steps to improve gender equality and reduce or eliminate their gender pay gap, this process will support and encourage action.

Gender pay reporting is different to equal pay

Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because they are a man or a woman.

The gender pay gap shows the difference in the average pay between all men and women in a workforce. If a workforce has a particularly high gender pay gap, this can indicate there may a number of issues to deal with, and the individual calculations may help to identify what those issues are.

For more information see our Equal pay page.

How can Acas help?

Acas gender pay training

Our training courses on gender pay gap reporting are running across the country and have been designed to help employers understand what gender pay gap reporting is, what needs to be reported, how to do it and what to do next, with the opportunity to ask an Acas expert your questions. They will be of great value to anyone in an HR, Operations, Finance or Policy role.

Find an event near you

This topic is addressed in Acas Employment Law Update training. View course listings. You may also benefit from viewing our Employment Law Update timetable.