Loch Law

Gender Pay Gap Reporting

Home > Loch Law > For Employers (Law) > Gender Pay Gap Reporting

Gender Pay Gap Reporting

Each year, employers with 250 or more members of staff are legally required to undertake gender pay gap reporting and publish their findings both on their own website and on the government’s website.

The report relies on payroll data from one set day, known as the snapshot date. Most public authority employers must use the snapshot date of 31st March, whereas private, voluntary, and all other public authority employers must use the snapshot date of 5th April. All required employers must publish their gender pay gap report within one year of that date.

Accompanying your findings, expressed as a percentage (such as female employees, on average, earn X% less than their male counterparts), can be a supporting narrative, which might explain the reason for a gap, and an action plan that highlights what steps you are taking to eliminate the gap. Both of these additional documents are discretionary.

Failure to publish your gender pay gap report could result in reputational damage. That’s because the gender pay gap service applies a prominent ‘late’ tag to your company’s name on its public database. Because reporting is a legal requirement for employers with 250 or more employees, you could also face fines and court proceedings if you publish misleading figures or fail to publish them at all.

Equality and discrimination:

Would you like a free call back from an expert?

By submitting this form you are providing us with your personal information. We take great care to look after your personal data safely and securely. You can read full details in our Privacy Information

Enquire now on 0203 667 5400

Our experts are waiting to talk with you and our aim is to respond to all enquiries within 2 hours.

Our award-winning team

How Loch Law can help

The experienced team at Loch Law have been helping organisations with their gender pay gap reporting long before it became a mandatory requirement in 2017.

We can help you to gather the data, draft a supporting narrative and an action plan, publish and upload the report to your website and the government portal. Ultimately, we can, where necessary and applicable, provide guidance on how you can tangibly reduce your gender pay gap.

Perhaps you are just crossing the threshold of 250 employees, and it’s your first time completing a report. We can help you every step of the way.

Whatever your situation, Loch Law is here to help.

Loch Law

Testimonials

The speed of their service levels combined with high quality advice always exceeds our expectations and as a result we have been a satisfied client of the firm for over 7 years. I would not hesitate to recommend Loch Law to any business.

Operations Director, Professional Services

The expertise of Loch Law made me feel in very safe hands. Caroline was thorough at explaining the legal situation, giving clear advice and was committed to getting me a fair outcome.

Senior Professional

The expertise of Loch Law made me feel in very safe hands. Caroline was thorough in explaining the legal situation, giving clear advice and was committed to getting me a fair outcome

Senior Professional

I cannot recommend Joe Milner at the Tunbridge Wells office highly enough. He was extremely helpful and reassuring and settled my claim quickly and efficiently. What a delightful chap to do business with.

Loch Law Client

Pam and her team are always on hand to expertly advise us on any employment law issues we have. The speed of their service levels combined with high-quality advice always exceeds our expectations and as a result, we have been a satisfied client of the firm for over 7 years. I would not hesitate to recommend Loch Law to any business.

Operations Director, Professional Services

I cannot recommend Joe Milner at the Tunbridge Wells office highly enough. He was extremely helpful and reassuring, and settled my claim quickly and efficiently. What a delightful chap to do business with.

Loch Law Client

I cannot tell you how much I appreciate your help and please let whoever helps you get this out of the door know that I appreciate theirs too!

Loch Law Client

Thank you so much for your work; it is greatly appreciated. I can’t wait to get this situation resolved! Thank you again. We would be lost without you.

Loch Law Client

Thank you so much for your advice. I really appreciate the fact that you were able to understand the nature of our company and tailor your advice accordingly. I think that ability is key in defining a good lawyer. Lawyers who cannot deviate from 100% security are of little use.

Loch Law Client

We have been incredibly thankful for having your support over the last few years and our clients have been very impressed with the help they have received from Pam Loch and the rest of the team. We cannot praise you highly enough.

Loch Law Client

It goes without saying my contacting you at the outset & getting your great advice gave me confidence through this upsetting episode.

Loch Law Client

Is gender pay gap reporting a legal requirement?

Gender pay gap reporting is a legal requirement for all employers with 250 or more members of staff on their snapshot date. Failure to do so could result in reputational damage and legal action.

If you are an employer with fewer than 250 employees, publishing a pay gap report is strongly recommended to illustrate your progressive stance on equality in the workplace.

What is the deadline for gender pay gap reporting?

The deadline for gender pay gap reporting is 364 days after your snapshot date - the date on which your payroll data is taken. For most public authority employers, the snapshot date is 31st March, and the deadline is 30th March. For private, voluntary and all other public authority employers, the snapshot date is 5th April with a deadline of 4th April.

What is the difference between equal pay and the gender pay gap?

While both concepts deal with income disparity, the two are not the same. Equal pay means that both male and female members of staff must be equally compensated for equal work.

That goes for hourly pay, holiday entitlement and pension contributions, among many other factors. The gender pay gap, on the other hand, takes into account all roles across the organisation which can reveal a disparity, such as more women fulfilling lower-paid roles.

 

Enquire now on 0203 667 5400

Our experts are waiting to talk with you and our aim is to respond to all enquiries within 2 hours.

Latest News, Advice & Newsletters

Loch Law – Business and Employment Law

Employment Law for Employers

A range of Law services for employers, ideal for both existing employers and new start-ups.

 

> Find out more

Employment Law for Employees

Employment Law and advice for employees, we cah help you and provide guidance.

 

> Find out more

Business Law

Loch Law provides advice and guidence for businesses.

 

> Find out more