Now that the final version of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 have been published, employers can be advised on the way forward.
Calculating the various pay gap figures set out in the Regulations is not a straightforward process. Employers will need to go further than simply extract their April payroll figure. The definitions around ordinary pay, the requirement to exclude those employees who are not in receipt of full pay, and modifications to deal with those who do not work standard hours all mean that there will be a significant level of adjustment at an individual level to the payroll figure.

What has changed?

Sarah Ozanne, employment lawyer, CMS Cameron MCKenna

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