Website Cookie Policy

We use cookies to give you the best possible online experience. If you continue, we’ll assume you are happy for your web browser to receive all cookies from our website.
See our cookie policy for more information.

Practice Areas

More Information

thepartners@wrigleys.co.uk

Leeds: 0113 244 6100

Sheffield: 0114 267 5588

FOLLOW WRIGLEYS:

Send us an enquiry
Close

Guidance to help Employers close the Gender Pay Gap

18 February 2019

The Government Equalities Office publishes new guidance as 2019's gender pay gap reporting deadline approaches

As the deadline draws close for 2019 reporting on the gender pay gap, for those employing over 250 staff, the Government Equalities Office ("GEO") has published two new pieces of guidance.

Whilst gender pay gap reporting has its critics, GEO research suggests the new reporting obligation has seen an increased awareness and understanding of issues which can impact on the gender pay gap, has facilitated discussions including significantly at board level and has increased the number of employers who view closing the gap as a priority.

Eight Ways to Understand Your Gender Pay Gap suggests questions to help identify different potential causes of the gender pay gap; looking at recruitment, promotion and advancement and the rate and percentage of men and women leaving, at different levels of seniority.

This remains a generic approach but does enable employers to delve deeper into their particular sector and identify wider societal issues that underlie any imbalance. 

Understanding the reasons for your particular gender pay gap is key in identifying what you can reasonably do to tackle that gap. This is the first of Four Steps to Developing a Gender Pay Gap Action Plan, which draws together the experiences of employers who have already successfully developed and implemented effective action plans.  The guidance highlights the importance of engaging with staff, with clear buy-in from senior people which will help embed any actions so that they become part of your culture, your normal way of working.

All action plans will evolve and require sufficient time to do so through monitoring, review and regular re-evaluation with the support of an identified champion within your organisation to drive this process.

Chris Billington

Partner

Wrigleys Solicitors LLP

If you would like to discuss any employment issue, including Gender Pay Gap Reporting then please contact Chris at chris.billington@wrigleys.co.uk or any of our team on 0113 244 6100.
Follow us on https://twitter.com/Wrigleys_Law

Chris Billington View Biography

Chris Billington

Partner
Leeds

12 Aug 2020

ECJ provides directions on determining a ‘worker’ for the purposes of the Working Time Regulations

Court identifies significant factors for a tribunal to consider when determining employment status.

11 Aug 2020

After Results Day – student data subject access requests

We look at how students might request grading information from schools and colleges following results day and how to deal with such requests.

10 Aug 2020

What is the status and duty of members of an academy trust?

A court case has confirmed that members of charitable companies are fiduciaries and owe duties as such. We look at what this means for academy trusts.