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Everything the GP practice manager needs to know about gender gap pay reporting

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Everything the GP practice manager needs to know about gender gap pay reporting

In our blog post of November 30th 2016 – Employment law update for GP practices – we introduced Gender Pay Gap Reporting. We've since had several clients ask if we could produce a post that puts a little more meat on the bone about this issue.

In this post, we'll look at the five key questions about gender pay gap reporting.

To whom do the Gender Pay Gap Reporting regulations apply?

From 6th April 2017, large employers must publish data on their gender pay gaps. For the requirements of the law (as laid out in The Equality Act 2010 (Gender Pay Gap) Regulations 2017 all private and voluntary sector organisations with 250 or more 'relevant' employees will be required to report. Currently public sector employers are not included in these obligations.

What is a 'relevant employee'?

A relevant employee is one who is:

  • Ordinarily working in Great Britain
  • Has a contract governed by UK law
  • Is employed on the 'relevant date' (30th April 2017) or any anniversary of that date

What must be reported?

Affected employers must publish six metrics:

  • Mean average gender gap
  • Median gender pay gap
  • Mean gender bonus gap
  • Median gender bonus gap
  • Proportion of men and women getting a bonus
  • Proportion of men and women in each of four pay quartiles

Pay includes:

  • Basic pay
  • Maternity pay
  • Sick pay
  • Area allowances
  • Shift premiums
  • Other pay such as car allowances, stand-by payments, and fire warden payments that are paid through the payroll

When must gap pay details be published?

The data that is collected must be from a pay period with a relevant snapshot date of 30th April 2017 and from then on annually. All organisations will have 12 months in which to publish their data.

Where must the data be reported?

The data must be certified by a director or equivalent, and published on a searchable UK website. It must remain accessible to the public on this website for at least three years from the date of publication.

Additionally, all details must be uploaded to a government site. While no details of this have yet been released, expect to see the announcement on the government's Equal Pay Portal within a few weeks.

What does all this mean for the practice manager?

While it's currently unlikely that your practice will be caught in the net of obligation to report, experience has shown that the government takes a trickle-down approach to matters like this. It's best to be prepared now for when the time comes when you will need to report on your gender gap pay.

Irrespective of the mandatory need to report on gender gap pay, your practice already has the legal duty to ensure that male and female employees are paid the same hourly rate for doing the same job. It would be wise to review and ensure that your HR policies are relevant to this and other equality issues, and that they also cover:

  • Bullying or harassment at work
  • Flexible working
  • Training and CPD opportunities

Finally, do you have systems that you could use to check and produce data about your practice's gender pay gaps? Where a pay gap does exist, can it be justified? Are both genders represented in the various roles within your practice, or is there an under-representation issue?

For more information, click on the following links:

Gender pay gap reporting consultations – government pages

Advice on gender pay gap reporting – from ACAS

Gender pay gap reporting in the public sector – HR Law Live

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