Gender pay gap reporting


By 4 April this year, if you have 250 employees or more, you must analyse and publish a gender pay gap report. The report must set out at least six pieces of information:

  • the difference in the average pay between men and women in your organisation (as a mean and a median figure)
  • the difference in the average bonus payments received by men and women (as a mean and a median figure)
  • the proportion of men and women in your business who receive a bonus
  • the proportion of men and women in each pay quartile in your business.

While not a legal requirement, you should also give your figures context by explaining any particular discrepancies, why you have a gender pay gap in your organisation, and what you’re doing about it.


The difference in pay that men and women receive is currently at 18.4%, according to the Office for National Statistics. This is a slight increase from 2016 but, overall, a significant reduction since gender pay gap reporting first began. Nevertheless, the gender pay gap still persists, and the public eye is focusing on gender pay equality.


Private and voluntary sector organisations must publish their first reports by 4 April 2018. Public sector organisations have until 30 March 2018. You must publish your report on your website for three years, and also on a nominated government website.  You’ll have to compile, and publish, reports annually from then on.

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’s 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
  • help you identify the cause of any gap and the steps you can take to address it
  • 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 CooperEsyllt Green, Alex Christen