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UK Flag UK Gender Pay Gap Reporting Guide

Preparing Data for the UK Gender Pay Gap Report​

This comprehensive guide provides step-by-step guidance on preparing and reporting data for the UK's Gender Pay Gap (GPG) reporting requirements, based on the UK government's guidelines.

For comprehensive guidance, refer to the UK government's official resources on gender pay gap reporting: Gender pay gap reporting: guidance for employers

Who Needs to Report: UK Gender Pay Gap Requirements​

Employers with 250 or more employees on the 'snapshot date' are required to report their gender pay gap data. The snapshot dates are:

  • 31 March: For most public authority employers
  • 5 April: For private, voluntary, and all other public authority employers

This reporting obligation applies to each legal entity within an organization. Employers with fewer than 250 employees can choose to report voluntarily. Different regulations apply to Scottish or Welsh public authorities.

UK Gender Pay Gap Reporting Deadlines​

Employers must report and publish their gender pay gap information within a year of their snapshot date. The reporting deadlines are:

  • 30 March: For most public authority employers
  • 4 April: For private, voluntary, and all other public authority employers

Employers should base their gender pay gap calculations on payroll data from the snapshot date and are encouraged to report as soon as possible after this date.

What to Report: UK Gender Pay Gap Calculations​

Employers are required to calculate and report the following figures:

  1. Mean (average) gender pay gap using hourly pay
  2. Median gender pay gap using hourly pay
  3. Mean (average) bonus gender pay gap
  4. Median bonus gender pay gap
  5. Proportion of men and women receiving bonuses
  6. Proportion of men and women in each hourly pay quartile

Additionally, private and voluntary sector employers must provide a written statement confirming the accuracy of the information, signed by an appropriate senior person such as a director or partner. While not mandatory, employers are encouraged to publish a supporting narrative and an action plan to explain and address their gender pay gap.

How to Report: UK Gender Pay Gap Service Process​

Employers must submit their gender pay gap data online using the government's Gender Pay Gap Service. The process involves:

  1. Registering: Create an account on the Gender Pay Gap Service
  2. Submitting Data: Enter the calculated figures and any supporting narrative
  3. Publishing on Employer's Website: Publish the gender pay gap information and the written statement on the employer's public website, ensuring it remains accessible for at least three years

Detailed guidance on preparing data and making calculations is available on the government's website.

Penalties for Non-Compliance with UK Gender Pay Gap Requirements​

Failing to report gender pay gap data by the deadline is unlawful. The Equality and Human Rights Commission (EHRC) is responsible for enforcing compliance and may take enforcement action against employers who do not fulfill their reporting obligations.

Frequently Asked Questions (FAQ)​

What is the UK gender pay gap reporting deadline?​

The deadline depends on your sector: 30 March for most public authorities and 4 April for private/voluntary sector employers.

Do I need to report if I have 200 employees?​

No, the threshold is 250 employees on the snapshot date. Employers with fewer than 250 employees can report voluntarily.

What happens if I miss the UK gender pay gap deadline?​

Failing to report is unlawful and the EHRC may take enforcement action against non-compliant employers.

How do I calculate the gender pay gap?​

You need to calculate both mean and median hourly pay gaps, plus bonus pay gaps and quartile distributions.

Where do I submit my UK gender pay gap report?​

Submit through the official Gender Pay Gap Service and publish on your company website.

For comprehensive guidance, refer to the UK government's official resources on gender pay gap reporting: Gender pay gap reporting: guidance for employers

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