Equal pay audit

Under the Equality Act 2010 (Gender Pay Gap Information) regulations 2017 (SI 2017/172) in force from 6 April 2017 employers in the UK with more than 250 employees from the private and voluntary sector must publish gender pay gap information. 

The gender pay gap is the percentage differences in pay between their male and female employees and the calculations are based on employer payroll data drawn from a specific date each year. This specific date is called the ‘snapshot date’. The annual gender pay gap reporting includes six different measures:

  • Mean gender pay gap
  • Median gender pay gap
  • Mean bonus gap
  • Median bonus gap
  • Bonus proportions
  • Quartile pay bands

Gender Pay Gap reporting deadlines in 2022

Public authority employers must report and publish their gender pay gap information by 30 March 2022, with calculations being based on employer payroll data drawn from 31 March 2021 (snapshot date).

Private, voluntary, and all other public authority employers must report and publish their gender pay gap information by 4 April 2022, calculations are based on employer payroll data drawn from 5 April 2021 (snapshot date).


Why should we publish our gender pay gap?

There are many reasons, besides the legal requirements, for why an organization should report and work to reduce its gender pay gap. By ensuring that men and women are treated equally an employer can improve its reputation and its ability to attract and retain the best people. By actively addressing the gender pay gap an employer can enhance its employer brand and communicate to future employees that diversity and equality are important and that actions are continuously taken to improve inclusion and equality.

At an organizational level, the benefits from closing the gender pay gap translate into higher business earnings and improved growth. Research from around the globe all lead to the same conclusion: gender diversity at all levels of an organization leads to higher shareholder returns and a more engaged workforce.


Step by step guide:

The gender pay gap information must be published both on the employer’s website and on the government’s designated website https://www.gov.uk/report-gender-pay-gap-data

  • Register on the government designated website https://gov.uk/report-gender-pay-gap-data
  • Gather the data for the employees that need to be included in the analysis
  • Calculate your pay gap
  • Establish a narrative for your gender pay gap with a clear action plan
  • Create a compelling communication piece including infographics, figures, narrative, and action planning to be published on your website
  • Report your figures to the government designated website (make sure to include a link to your company´s gender pay gap report on your website) For more information and an overview visit: https://www.gov.uk/guidance/gender-pay-gap- reporting-overview


Pihr's powerful and easy-to-use pay equity software helps you manage your gender pay gap reporting and gets you compliant in minutes. Read more and book a free demo. 

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