Managinggenderpayreporting.PDF

Managing gender pay reporting Acas – promoting employment relations and HR excellence GEO – Putting equality at the heart of Government March 2017 Managing Gender Pay Reporting About Acas – What we do Acas provides information, advice, training, conciliation and other services for employers and employees to help prevent or resolve workplace problems. Go to .uk for more details. About GEO – What we do The Government Equalities Office (GEO) is responsible for equality strategy and legislation across government. We take action on the government’s commitment to remove barriers to equality and help to build a fairer society, leading on issues relating to women, sexual orientation and transgender equality. Go to .uk/geo for more details. ‘Must’ and ‘should’ Throughout the guide, a legal requirement is indicated by the word ‘must’ - for example, an employer must base their pay reports on their pay situation in April each year. The word ‘should’ indicates what Acas considers to be good employment practice. Understanding the term ‘employee’ For the purposes of gender pay reporting, the definition of who counts as an employee is defined in The Equality Act 2010. This is known as an ‘extended’ definition which includes: ? employees (those with a contract of employment) ? workers and agency workers (those with a contract to do work or provide services) ? some self-employed people (where they have to personally perform the work) This is covered in more detail in the section ‘Do the regulations apply to my organisation?’. March 2017 Information in this guide has been revised up to the date of publication. For more information, go to the Acas website at .uk Legal information is provided for guidance only and should not be regarded as an authorit