The release of the Hollywood blockbuster, Suffragette, has brought a renewed focus on gender equality, as have the measures the Government is putting in place to now review changes to equal pay legislation.
In July of this year, the Government announced its goal of closing the gender pay gap “in a generation”, and earlier this week, on 25 October, following a consultation over the summer, further measures were announced by David Cameron to help achieve his Government’s stated aim.
What are the implications for employers?
The consultation paper confirmed that it expects new regulations on equal pay to be enacted in the first half of 2016.
These will impose two main requirements on employers with more than 250 employees:
They will have to publish the difference between the average pay for men and for women
They will have to report on bonuses awarded to men and to women
The exact form of reporting is yet to be confirmed.
The Government has also launched their key objective to eliminate men-only boards from the FTSE 350. This is likely to be a voluntary measure, following the previous success of a similar target for the FTSE 100.
How we can help?
In conjunction with our team of HR consultants, we can provide broad-ranging help, from an initial free assessment of your current pay structures to decide whether there are any potential equal pay issues, to the provision of a job evaluation scheme report – a skills based assessment of the roles within your organisation and their relative, appropriate remuneration level.
This report provides your organisation with recommendations for any changes you need to put in place before gender-based data needs to be publicly disclosed in 2016 as well as a defence to any future equal pay claim.
For more information please contact Michael Powner on +44 (0)20 7203 5216 or at email@example.com