The Gender Pay Gap Report Deadline is Coming Up
gender pay gap

The Gender Pay Gap Report Deadline is Coming Up

The extended deadline for this year’s Gender Pay Gap Report is coming up! We’re here to remind you who needs to do it, what they need to do, and when they need to do it by.

In our previous blog we covered the basics of what the gender pay gap report is, the differences between the pay gap and equality of pay, and more. This blog will serve as a quick Q&A reminder of the key details.


Who Must Report?

Large Enterprises with more than 250 individual employers. But, if you’re a smaller enterprise, don’t let this dissuade you from knowing more – This information may be invaluable to you as a growing business. It is also worth considering that this is not the only report you need to publish.


What’s The Extended Deadline?

The deadline has been pushed back to the 5th of October. If you haven’t already, you must complete and submit the gender pay gap report by that date or face action by the Equality and Human Rights Commission (EHRC). Their enforcement policy is quite strict, and failure report will lead to your information being published publicly and a further investigation undertaken.

For smaller enterprises it is useful to know that the standard deadlines are on 30 March and 4 April.


Which Data Do I Need to Report?

Each enterprise must calculate the difference between the mean average earnings of women and men across their business. To do this, you must use accurate payroll.

The Data collected must be representative of the date the data is collected. The Government refers to this as a “Snapshot Date”. This year’s snapshot date is 31 March 2020 and 5 April 2020.

The report data must be thorough and exact, as the accuracy of the data is extremely important to the EHRC’s assessment.

  1. Percentage of men and women in each hourly pay quarter.
  2. Average (Mean specifically) gender pay gap using hourly pay
  3. Average (Median specifically) gender pay gap using hourly pay
  4. Percentage of men and women receiving bonus pay
  5. Average (Mean specifically) gender pay gap using bonus pay
  6. Average (Median specifically) gender pay gap using bonus pay

What Are the Written Statement and Supporting Narrative?

Private employers must write a Written Statement to accompany the report. They also need to be published on the company website for a minimum of three years. The statement must include an explanation of the report, its necessity, and an explanation of the methodology used to collect the data. This section focuses on the facts.

The supporting narrative focuses on interpretation and justification of the factual element. It gives an opportunity for each employer to provide their perspective on the data itself. This could include


What Comes Next?

After publication of the report, it is valuable to consider other reports you may wish to complete. For example, you may want to consider publishing an Annual Modern Slavery statement… These reports are a fantastic way to demonstrate to your client base and the public your commitment to transparency.

If you need assistance with preparing the report, or you’re concerned that your company is missing its legal obligation to report certain data, you can contact us through our online form, or on: 0330 400 5490.


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