A number of free guides have been produced to help employers get to grips with the introduction of mandatory gender pay gap reporting from April, including one from KPMG. This guide provides a five-step plan for reporting in a way that creates the best impact for the organisation. It covers what data needs to be collected and by when, deciding who needs to be involved in the reporting process, calculating the gender pay gap in a way that meets the new statutory requirements, taking control of the ‘narrative’ around gender pay gaps and laying the foundation for successful reporting in future years.
A second report published jointly by the CBI and law firm CMS covers the six reporting requirements, including on bonuses, and the option for employers to publish a supporting narrative explaining gender pay and bonus gaps. It set out how employers are required to report within a year of the relevant snapshot date, but adds that it may benefit a firm’s brand to publish data early.
The report adds:
‘Delaying reporting longer than necessary increases the risk that firms will have to publish information that is out of step with the current experience of staff.’
HR and payroll leader, NGA Human Resources, has incorporated gender pay gap reporting into its latest software release, ResourceLink 18. The release incorporates a tool to analyse and report on the differences in pay between men and women and new standard reports designed to meet regulatory requirements.
Mito Mackin, director of innovation at NGA, said:
‘With ResourceLink 18, not only are all key mandated reports for the gender pay gap included, we also made it available as a desktop widget, rendering it extremely fast, secure, flexible and accessible.'