If you had 250 employees or more (on the 5 April 2020 snapshot date), you have until 4 October 2021 to report your gender pay data.
Narrative – it isn’t compulsory to accompany your data with a narrative, however it’s potentially the more powerful of the two. It gives you an opportunity to explain any negative data and your plans to address it, or shout about your successes and what you’ve achieved.
Enforcement – the deadline has been extended due to the pandemic (from 4 April 2021) meaning any enforcement action against those who fail to report won’t commence until 5 October 2021 onwards. You are still encouraged to publish your report in advance of the October deadline if you’re able to.
Steps to address – the Chartered Management Institute has released a guidance toolkit to support businesses to address any pay inequality. Suggested action includes anonymising CVs and application forms, providing a flexible working culture, and enhancing and encouraging uptake of shared parental leave – you can find the full guidance here.
If you subscribe to Intelligent Employment, you’ll find a GPGR flowchart and checklist in our document platform (here). If you’d like to find out how to access our platform of compliant and commercial documents and templates (and more!) – get in touch.