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Australia Flag Australia Gender Pay Gap Reporting Guide

Preparing Data for Gender Pay Gap Reporting in Australia​

This comprehensive guide provides step-by-step guidance on preparing and reporting data for Australia's gender pay gap reporting requirements, based on the Workplace Gender Equality Agency (WGEA) guidelines.

For comprehensive guidance, refer to WGEA's official resource: Gender pay gap data

Who Needs to Report to WGEA​

Under the Workplace Gender Equality Act 2012, all non-public sector employers in Australia with 100 or more employees are required to report their gender equality data to WGEA annually. This includes:

  • Standalone organizations with 100 or more employees.
  • Corporate groups where the combined total of employees across all entities is 100 or more.

Employers with fewer than 100 employees are not required to report but may choose to do so voluntarily. If an employer's workforce falls below 80 employees for at least six months within the reporting period, they may no longer be required to report; however, they must notify WGEA of this change.

WGEA Reporting Deadlines and Timeline​

The reporting period aligns with the Australian financial year, running from 1 April to 31 March. Employers must submit their reports between 1 April and 31 May each year. If additional time is needed, employers must apply for an extension before 31 May and submit their report within the approved extended timeframe.

What to Report: Gender Equality Indicators​

Employers are required to provide data on the following gender equality indicators:

  1. Gender composition of the workforce: Breakdown of employees by gender across different levels and roles.
  2. Gender composition of governing bodies: Representation of genders within the organization's board or equivalent governing body.
  3. Equal remuneration between women and men: Information on pay gaps and remuneration policies.
  4. Availability and utility of employment terms, conditions, and practices: Details on flexible working arrangements and support for employees with family or caring responsibilities.
  5. Consultation with employees: Processes for engaging with employees on gender equality issues.
  6. Sex-based harassment and discrimination: Measures in place to prevent and address harassment and discrimination in the workplace.

How to Report: Step-by-Step WGEA Submission Process​

Employers must follow these steps to submit their gender equality data:

  1. Register with WGEA: New employers meeting the reporting criteria must register with WGEA to access the reporting portal.
  2. Prepare Data: Collect and organize data corresponding to the required gender equality indicators.
  3. Complete the Online Report: Log in to WGEA's reporting portal and enter the collected data.
  4. CEO Sign-Off: Obtain sign-off from the Chief Executive Officer or equivalent, confirming the accuracy of the submitted information.
  5. Submit the Report: Ensure the completed report is submitted through the portal by the 31 May deadline.

Penalties for Non-Compliance with WGEA Requirements​

While the Workplace Gender Equality Act 2012 does not specify financial penalties for non-compliance, failure to report can result in:

  • Ineligibility to tender for Commonwealth contracts
  • Potential reputational damage, as WGEA publishes non-compliant organizations

Employers are encouraged to comply fully to avoid these consequences.

Frequently Asked Questions (FAQ)​

What is the WGEA reporting deadline?​

The WGEA reporting deadline is 31 May each year, covering the period from 1 April to 31 March.

Do I need to report if I have 80 employees?​

No, if your workforce falls below 80 employees for at least six months, you may no longer be required to report, but you must notify WGEA of this change.

What happens if I miss the WGEA deadline?​

While there are no direct financial penalties, non-compliance can result in ineligibility for Commonwealth contracts and potential reputational damage.

Can I get an extension for WGEA reporting?​

Yes, you can apply for an extension before 31 May, but you must submit your report within the approved extended timeframe.

Is WGEA reporting mandatory for public sector employers?​

No, the Workplace Gender Equality Act 2012 applies to non-public sector employers only.

For detailed information and updates, refer to WGEA's official guidance: Gender pay gap data

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