Manage your employees
- 4 steps
UK Statutory Instrument
2017
United Kingdom
Equality Act 2010 (Gender Pay Gap Information) Regulations 2017
At a glance
Enforced by
What's here
3 compliance obligations, 5 practical guides across 3 topics · 4 journeys
Who this Act binds
Business-side actors with duties under this Act, ranked by how often they appear.
- Employer 3
Step-by-step journeys using this legislation
Walkthroughs that take you from a real business situation to compliance.
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Relevant guidance
Practical guides for businesses affected by this Act, ordered by how closely they engage with it.
Direct — cites this Act
1 guidesSupporting — topic alignment
2 guidesMentioned in related content
2 guidesOther Acts binding the same actors
For each actor bound by this Act, the other UK Acts that bind them most often. Useful for understanding the full compliance landscape facing each role.
Employers also bound by 694 other Acts (top 5 shown)
- The Income Tax (Pay As You Earn) Regulations 2003 2003 236 duties
- Provision and Use of Work Equipment Regulations 1998 1998 120 duties
- TULRCA 1992 1992 72 duties
- Employment Rights (Northern Ireland) Order 1996 (current NI employment law) 1996 52 duties
- Income Tax (Earnings and Pensions) Act 2003 2003 50 duties
What this Act requires
Sections that create concrete duties on businesses or carry penalties. Procedural and definitional sections are folded into the “Browse other sections” expander at the bottom of each group. Click any section title to read the source text on legislation.gov.uk.
Duty to publish annual information relating to pay
- Publish annual gender pay gap information Employer
Proportion of male and female employees according to quartile pay bands
- Calculate and report gender pay quartile bands fairly Employer
Form and manner of publication
- Publish gender pay gap information on your website for 3 years Employer
Browse 13 other sections — procedural / definitional / commencement
Citation, commencement and interpretation
Meaning of “ordinary pay”
Meaning of “bonus pay”
Meaning of the “pay period” and the “relevant pay period”
Meaning of “hourly rate of pay”
Employee’s working hours in a week
Difference in mean hourly rate of pay
Difference in median hourly rate of pay
Difference in mean bonus pay
Difference in median bonus pay
Proportion of male and female employees who received bonus pay
Information to be accompanied by signed statement
Review
Official guidance
Authoritative sources published by regulators or government explaining this legislation.
- Step 1: find out if you are required to report your gender pay gap | EHRC (opens in a new tab) from EHRC Detailed Guidance
- Gender pay gap reporting guidance (GOV.UK) (opens in a new tab) Detailed Guidance
Enforcement and responsible bodies
The regulators that administer or enforce this legislation.
Equality and Human Rights Commission
Statutory body responsible for enforcing equality and non-discrimination laws. Provides guidance on the Equality Act 2010, conducts inquiries, and can take enforcement …
Connected legislation
parent Act
These instruments amend, apply, or refer to this Act. They may not all create direct business obligations.
Made under
Equality Act 2010 2010 Primary Act
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Browse legislation
Find other UK business legislation with related guidance.
Regulators
Learn more about the bodies that enforce this legislation.