Member tool: CIPD Buddy BETA
Experiment with AI to find answers on this topic with our prototype. Login to explore CIPD Buddy

Essential points

  • In UK law many large employer organisations are required to report their gender pay gap annually. Non-compliance with reporting comes with penalties and may have an adverse impact on an employer’s reputation.
  • The CIPD define the gender pay gap as “a measure of labour market or workplace disadvantage, expressed in terms of a comparison between men’s and women’s average (median) hourly rates of pay. It’s about pay, but also about other factors.” 
  • Specific organisations have additional reporting obligations aimed at ensuring greater pay transparency and progressing equality particularly those in the public sector, or in industries where governing bodies or regulatory authorities may require this (for example, listed companies and those in the financial services sector).    
  • Organisations must be conscious of further legal requirements operating across Europe and in other countries in which they operate and have staff.  
  • The guidance issued below relates to gender pay gap reporting in England, Scotland and Wales. 

The Employment Rights Bill proposes to make it compulsory for employers with 250+ employees to publish equality actions plans. Keep up to date with the latest on these changes with our tracker of potential law changes.We will update this page once any changes are enforced.

Content

To continue reading, log in or become a member

Affiliate membership offers instant access to CIPD resources without the need for assessments or study, or explore your options to become a professional member of the CIPD to demonstrate your commitment to the world of work.

  • Access to exclusive, up-to-date resources
  • Become part of a community to learn, debate and connect with other people professionals
  • Free access to a series of CIPD learning courses and a discount on the rest of our catalogue
Instant access Explore membership

Disclaimer 

​Please note: While every care has been taken in compiling this content, CIPD cannot be held responsible for any errors or omissions. These notes are not intended to be a substitute for specific legal advice. 

Employment
law advice

Want more employment law advice? Members can phone the CIPD legal helpline or take out a discounted subscription to HR-inform for additional resources.

Employment law helpline HR-inform
Callout Image
  • Data

    Data hub

    Explore the evidence behind workforce trends

  • Data

    Pay intentions

    Stay up to date with the latest pay intentions among employers in the UK.

  • Report

    Labour Market Outlook

    Read our latest Labour Market Outlook report for analysis on employers’ recruitment, redundancy and pay intentions

    • Employment law
  • Employment law

    Tracking UK law changes under the ERB

    Keep up to date with what will change under the Employment Rights Bill, the Equality (Race and Disability) Bill and the plan to Make Work Pay

    For Members