Gender pay gap reporting

14 December 2017

The Gender Pay Gap Reporting deadline is looming for all organisations, including those in the healthcare industry. The new legislation will remain a prevalent topic due to the requirement that public-sector employers must publish by 30 March and private and voluntary employers by 4 April next year.

The UK Government have implemented the new legislation to offer transparency and encouragement for organisations to develop initiatives to reduce their gender pay gap. Although it is expected to impact numerous organisations, to date, less than 300 of the 9000 qualifying employers have published their Gender Pay Gap results to the Government website. Of these 300, 27 are classified as in the ‘Health and Social Work’ sector. With just under six months to calculate and publish your figures, organisations with over 250 employees in the healthcare industry must ensure you calculate and publish.

Although requirements are very similar for public and private sector organisations, there are some considerations surrounding the topic specific to the public sector:

  • The Gender Pay Gap reporting requirements will now be incorporated into the reporting obligations of the existing Public-Sector Equality Duty (PSED). The reporting deadline for both the PSED and the Gender Pay Gap are now aligned.
  • The Equality and Human Rights Commmission (EHRC) is due to be responsible for monitoring public bodies with the Gender Pay Gap reporting requirements. As the reporting is mandatory, all employers and trusts need to be aware of the responsibility to collate and publish the results.
  • The Trade Union Congress (TUC) has requested that all employers share their data with trade unions, as it will allow them to better understand the causes of the Gender Pay Gap.

Organisations are being encouraged by The Advisory, Conciliation and Arbitration Service (ACAS) and the Government Equalities Office (GEO) to produce a narrative that will explain their calculations and provide organisational context. Although this is voluntary, it is widely considered a useful tool to support the Gender Pay Gap figures. Whatever the size, public sector employer or private organisation, this new reporting requirement can complement any equality, diversity and inclusion initiatives already in place or help steer towards implementing new ones.

Our HR Consultancy team have extensive experience in the healthcare industry and can offer practical advice and guidance prior to your reporting response:

  • analyse data with a view to pinpointing issues;
  • make recommendations on good courses of action for the future by assisting in Gender Pay Gap action plans;
  • support preparations required for the upcoming deadline in March or April 2018; and 
  • for organisations who have already calculated their gender pay figures, we can act as an external verifier providing extra due diligence and reassurance.

Download the full report for more information on Gender Pay Gap Reporting.