To address concerns about fairness in how organisations treat such stakeholders as workers, customers, or investors, the UK has introduced various regulations. For instance, the law requires employers to treat their employees fairly in terms of people management policies and practices, including how they reward them. Large UK employers must now disclose pay data, such as by gender.

This factsheet covers pay fairness, including high and low pay, and equal pay for equal work. It also looks at pay reporting, outlining what must be disclosed under UK law (such as the gender pay gap) as well as ethnicity pay disclosure that will be required in future. It also discusses the benefits of publishing pay narratives, which helps employers show they are trying to pay their workforces equitably.

Explore our stances on low pay and financial wellbeingexecutive pay and gender equality at work in more detail, along with actions for government and recommendations for employers.

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The Employment Rights Bill will make ethnicity and disability pay reporting compulsory for employers with at least 250 employees. It will also be compulsory to publish actions plans as part of gender pay gap reporting and that outsourced individuals must be included in reports. The Equality (Race and Disability) Bill will extend the right to make equal pay claims to black, Asian and minority ethnic and disabled workers. Keep up to date with the latest on these changes with our Tracker of potential law changes.
 
This factsheet outlines the current requirements around pay reporting that can still be followed until any changes come into force. We will update this page once any changes are enforced.

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