Section 78 of the Equality Act 2010 made provision for private sector organisations with 250 or more employees to report information on their gender pay gap. The provisions did not take effect until April, 2017 under the The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Section 2 of the Regulations require relevant organisations to report annually:
- a) the difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees (see regulation 8);
(b) the difference between the median hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees (see regulation 9);
(c) the difference between the mean bonus pay paid to male relevant employees and that paid to female relevant employees (see regulation 10);
(d) the difference between the median bonus pay paid to male relevant employees and that paid to female relevant employees (see regulation 11);
(e) the proportions of male and female relevant employees who were paid bonus pay (see regulation 12); and
(f) the proportions of male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands.
Similar requirements are made for public authorities under the Public Sector Equality Duty (s.149) specific duties.