Gender pay gap reporting: what you need to know 


In 2018, there was such a rush to file reports before the deadline that the government’s reporting website crashed. Despite this, over 10,000 employers reported details of their gender pay gap. This year’s “snapshot date” is 5 April. Are you ready for it?  

Who needs to report?
Private sector employers with over 250 employees (on the “snapshot date”) are required to report on their gender pay gap statistics. Employees is defined and does not include many categories of staff such as, by way of example, partners and self-employed consultants. It also can include non-UK staff. 

What exactly is it that you need to report? 
Employers are required to carry out six calculations showing their: 

  1. average gender pay gap as a mean average 
  2. average gender pay gap as a median average 
  3. average bonus gender pay gap as a mean average
  4. average bonus gender pay gap as a median average 
  5. proportion of males receiving a bonus payment and proportion of females receiving a bonus payment 
  6. proportion of males and females when divided into four groups ordered from lowest to highest pay 

When do you have to do it by?
Employers need to publish their report on their website by 4 April 2019 and submit it on the government’s reporting website. Each gender pay gap report needs to remain on the company’s website for three years and early reporting is encouraged. Whilst there is no requirement to provide any narrative regarding the statistics, it is worth considering whether they wish to give an explanation regarding their figures, particularly in relation to any changes since last year’s report.  

What happens if you don’t?
Although the obligation is stated to be a “must”, there is no legal sanction for failing to comply. 


Wellbeing + TandonHildebrand