New to HR? Templates, tools and development to make you a seasoned pro in no time.
Shawn Premer shows how doing the right thing for employees leads to positive business results.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Employers should be aware of new gender pay gap reporting requirements that are coming into effect in the United Kingdom in March 2016.
Gender Pay Gap
The UK government amended the Small Business, Enterprise and Employment Act 2015 with a provision requiring that the regulations under section 78 of the Equality Act 2010 related to publishing gender pay gap information will come into effect on 26 March 2016 for private-sector employers with over 250 employees.
In terms of average statistics, the UK has a gender pay gap of approximately 20 percent. Employees may not be aware that their organisations even have such a pay gap. Meanwhile, 70 percent of organisations do not carry out an audit on across-the-board salaries with a view to identify gender disadvantages. On balance, it is likely that the results of an audit will show that an organisation has a gender pay gap.
Organisations eventually will be required to display pay gap information publicly, including on their website. The degree of narrative that accompanies this information is yet to be decided.
Aside from the likely significant impacts on an organisation's brand, public relations, ability to retain and recruit, and risk of potentially expensive litigation by employees, a £5,000 penalty may be applied where there is a failure to publish pay gap information.
What This Means for Employers
Organisations should consider seeking legal counsel for assistance with auditing their gender pay gap data and resolving the pay gap difference, or presenting it in such a way that could help protect their business.
Elena Cooper is an attorney in the London office of Duane Morris. Republished with permission. © 2015 Duane Morris. All rights reserved.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Talent Attraction Study: What Matters to the Modern Candidate
CA Resources at Your Fingertips
SHRM’s HR Vendor Directory contains over 3,200 companies