Gender pay gap reporting


The Government has committed to introducing compulsory gender pay gap reporting for employers with at least 250 employees in October of 2016.


The difference in pay received by men and women is at its lowest level ever (19.2%  according to the Office for National Statistics), but the gender pay gap still persists. The Prime Minister has stated his intention to expose discrepancies and ‘create the pressure we need for change, driving women’s wages up’.


Mandatory gender pay gap reporting will come into force in October 2016.  This means that you’ll be required to publish, probably on your website, details of any pay gap in your organisation.

Next steps

You may be unaware of the gender pay gap in your business. Even if your organisation complies with equal pay legislation, a pay gap may still be a concern in your workforce.

The first step in identifying a gender pay gap is to carry out an audit, compiling a report. If you then conclude that there is an existing gap, you’ll need to consider what action to take – whether that be conducting a benchmarking exercise, or raising the issue with your staff’s consultative forum.

How we can help

We can:

  • conduct and analyse pay audits for you
  • advise on addressing existing gender pay differences
  • prepare and review your gender pay gap report ensuring regulatory compliance
  • resolve any issues in processing personal and sensitive personal data
  • advise on disputes arising as a result of publication of your gender pay gap report
  • advise on methods of maintaining and improving the levels employee satisfaction and engagement following publication of your gender pay gap report
  • organise tailored training sessions to improve knowledge and understanding of new requirements.

What’s more, any advice we give you will be covered by legal privilege,  meaning you won’t be required to disclose what we say in any future proceedings.

Get in touch for more information.

The leading lawyers in the team are:

Nia Cooper and Esyllt Green