This guide is designed to help employers understand more about the gender pay gap and find out if they need to report on it. It explains what the gender pay gap is, what causes it, why it needs to be tackled, and why gender pay gap reporting has been introduced. The guide also offers a summary of the regulations, which organisations they apply to, and what happens if you don’t report your gender pay gap figures.

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The Employment Rights Bill will make it compulsory for employers with 250+ employees to publish equality actions plans.
 
These plans will outline actions to address inequalities like gender pay gap and how organisations will help their staff through the menopause. Keep up to date with the latest on these changes with our Tracker of potential law changes.
 
This guide outlines the current process around gender pay gap reporting that can still be followed until any changes come into force. We will update this page once any changes are enforced.

While there is currently no legal requirement for ethnicity or disability pay gap reporting, these matters are proposed as part of the upcoming Equality (Race and Disability) Bill. The proposal for these matters is to mirror the requirements of gender pay gap reporting. You can track progress on this matter here. Some organisations are already voluntarily reporting on disability and ethnicity pay gaps. We strongly encourage you to report on these matters. For more information, see the CIPD guides on ethnicity pay reporting and disability workforce reporting.

What is the gender pay gap?

What do I have to report and when?

Narratives and action plans

Who should perform the calculations?

What happens if an employer doesn't report on their gender pay gap?

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