The government has still to clarify if and how organisations will have to report on the gap between the pay of men and women.
Irrespective of any changes in the law, we advise that it is always best to be aware of any potential equal pay issues. You can then consider what steps are needed to address them, limiting the prospect of having to disclose and defend any unresolved problems publicly at a later stage. If you find there is no significant pay gap, then you might even consider using this to help promote your organisation.
If you’ve never conducted an audit of your reward systems, then our Equal Pay Assessment service is for you. We apply the Equality & Human Rights Commission's recommended approach to auditing pay practice. It will review both basic pay and total pay, testing whether additional payments introduce bias to your reward framework. We will also review your reward policies and how they operate in practice.
The presence of a gender pay gap is not in itself discriminatory. We analyse the results to produce a short report that will highlight your gender pay gaps so that you can review these. We can advise you on whether the differentials could be justifiable and warn you of any issues that need your attention.
This is a service that we also recommend as part of any change in reward practice to check the potential impact it will have and frequently build this assessment into our broader work with clients, such as when we benchmark their pay structures against the market.