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The gender pay gap is a societal concern that has gained a considerable amount of attention in the past years among lawmakers.
In the U.K., mandatory gender pay gap reporting was introduced in 2017 and requires employers with 250 or more employees to publish data on their gender pay gap.
Within the EU, the Pay Transparency Directive took effect on June 6, introducing new gender pay gap reporting obligations for EU member states. The 27 countries now have three years to implement the directive and adapt their national legislation, if necessary, as some EU member states already have in place gender pay gap requirements that go above what the new directive requires.
Below is a series of Q&As explaining how the new directive operates in comparison with the current U.K. legislation.
What Are the Current Reporting Obligations in the UK?
Currently, employers with 250 or more employees must publish an annual gender pay gap report. Employers must publish the following six pieces of information:
- The difference between the mean hourly rate of pay of male and female relevant employees.
- The difference between the median hourly rate of pay of male and female relevant employees.
- The difference between the mean bonus pay of male and female relevant employees.
- The difference between the median bonus pay of male and female relevant employees.
- The proportion of male and female relevant employees who were paid bonus pay during the bonus pay period.
- The proportions of male and female relevant…
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