Managing your workplace

Gender pay gap reporting

Mandatory gender pay gap reporting for large employers and transparency obligations.

UK-wide
Guide summary

If you have 250 or more employees, you must report your gender pay gap each year. Calculate and publish the difference in pay between men and women on your website and the government service by the deadline. Public sector deadline is 30 March, private sector is 4 April.

  • Report if you have 250+ employees on snapshot date
  • Private sector snapshot date: 5 April each year
  • Public sector snapshot date: 31 March each year
  • Private sector deadline: 4 April following year
  • Public sector deadline: 30 March following year
  • Publish on your website and government service
  • Calculate mean and median hourly pay gaps
  • Include bonus pay gaps and quartile pay bands
  • Keep published data for at least 3 years
  • Equality and Human Rights Commission enforces rules
On this page
UK-wide

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Gender pay gap reporting promotes transparency and equality in pay across organisations. Reporting is mandatory for large employers with 250 or more employees, but smaller businesses can voluntarily publish their data to demonstrate commitment to fairness.

What you must report

The six calculations you must publish:

  1. Mean gender pay gap - Difference between average male and female hourly pay
  2. Median gender pay gap - Difference between midpoint male and female hourly pay
  3. Mean bonus gap - Difference in average bonus
  4. Median bonus gap - Difference in midpoint bonus
  5. Proportion receiving bonuses - % of men and women who received bonus
  6. Pay quartiles - Gender split across four equal pay bands

Who counts as an employee

Include all employees on the payroll on snapshot date:

  • Full-time and part-time employees
  • Employees on leave (maternity, sick, etc.) - include if receiving full pay
  • Partners in LLP (only if they have employment contract)

Exclude: Genuine self-employed contractors, directors with no employment contract, volunteers.

Calculating hourly pay

Use 'ordinary pay' which includes:

  • Basic salary
  • Allowances (shift, location, on-call)
  • Pay for piece work

Exclude from ordinary pay: Overtime, redundancy pay, pay in lieu of notice, benefits in kind, loans.

Bonus pay is calculated separately and includes: Annual bonuses, performance-related pay, profit-sharing, long-service awards, non-consolidated bonuses.

Publication requirements

You must:

  • Publish data on your own website (link required in report)
  • Upload to government Gender Pay Gap Service
  • Include written statement signed by senior person confirming accuracy
  • Keep published for 3 years minimum

Data is publicly searchable - employees, job seekers, and media can compare your figures to competitors.