Gender pay gap reporting: what employers must publish
When you’ve calculated your gender pay gap figures, they must be published with a written statement on your organisation’s website
Data your organisation must publish
You must publish on your organisation’s public-facing website your:
- mean gender pay gap
- median gender pay gap
- mean bonus gender pay gap
- median bonus gender pay gap
- proportion of males and females receiving a bonus payment
- proportion of males and females in each pay quartile
The ‘written statement’
Alongside these figures, if your organisation is a business or charity it must also publish a ‘written statement’ This statement must confirm that the published information is accurate and be signed by an ‘appropriate person’
The appropriate person will depend on the type of employer involved:
- for any corporate body other than a limited liability partnership, this will be a director (or equivalent)
- for a limited liability partnership, this will be a designated member
- for a limited partnership, this will be a general partner
- for any other kind of partnership, this will be a partner
- for an unincorporated body of persons other than a partnership, this will be a member of the governing body or a senior officer
- for any other type of body, this will be the most senior employee
When to publish the data and written statement
You must publish your data and written statement within a year of your organisation’s ‘snapshot date’.
For example, for businesses and charities, you must publish by 4 April each year. Public sector organisations must publish by 30 March each year.
It makes sense to publish your data and written statement at about the same time but there’s no rule about which to do first. There is no requirement for an employer to publish at the same time each year.
You must keep the information available online for at least 3 years.
Putting gender pay gap data into context – adding a ‘supporting narrative’
Your organisation can also use the written statement to add a ‘supporting narrative’.
A gender pay gap doesn’t necessarily mean your organisation has acted inappropriately or discriminatorily. Adding a narrative helps anyone reading the statement to understand your organisation’s view of why a gender pay gap is present and what the organisation intends to do to close it.
The Advisory, Conciliation and Arbitration Service (Acas) has more guidance on how to:
- make the most of a supporting narrative for your organisation’s reputation
- analyse and improve your gender pay gap
- communicate to employees about the gender pay gap
- get training and support on gender pay gap reporting
Published: 22 February 2017
Updated: 6 March 2017
- Additional guidance to reflect gender pay gap reporting requirements for public sector organisations
- First published.