Gender Pay Gap Reporting Obligations Check

Why this matters

Employers with 250 or more employees on a specific “snapshot date” each year are legally required to publish gender pay gap figures, including the mean and median gender pay gap, bonus gap, and the proportion of men and women in each pay quartile. The data must be published on the employer’s own website and reported to the government within strict deadlines. Failure to report can result in enforcement action by the Equality and Human Rights Commission, including court orders and unlimited fines for non-compliance.

Even for businesses below the 250-employee threshold, gender pay gap reporting is increasingly relevant: growing businesses need to plan for when they cross the threshold, and many larger customers now ask smaller suppliers for pay equity information as part of ESG and procurement requirements. There are also proposals to extend mandatory reporting to ethnicity and disability pay gaps, and some businesses choose to report voluntarily as part of their employer brand.

What you'll need

• Your current headcount (employees, not just contractors)
• Pay and bonus data for your workforce, broken down by gender
• Whether you're approaching the 250-employee threshold

What you'll get

A personalised compliance report covering: a score out of 100, an executive summary, a list of findings ranked by severity, and a prioritised action plan with timeframes.