How to get RenewYou in your organisation
The key points
The Regulations will come into force on 6 April 2017 and apply to private sector employers with 250 or more employees.
Publication is required by 4 April 2018.
Both the mean and median gender bonus gap now needs to be published, along with the mean and median gender pay gap, proportions of male and female employees in each pay quartile and proportions of male and female employees in receipt of a bonus.
The gender pay gap is based on the difference in the gross hourly rate of pay of male and female ‘full-pay employees’ for the pay period that includes the ‘snapshot date’ of 5 April 2017. Pay includes bonus payments made in, and relating to, this period.
The new definition of ‘full-pay employees’ excludes those receiving a reduced rate of pay or nil rate of pay.
There is a step by step guide to calculating the hourly rate of pay.
The bonus pay gap now relates to bonus payments made between 6 April 2016 and 5 April 2017.
That’s the bald facts. For more detail (and the devil) see this article from Lorraine Heard, Legal Director at national law firm Bond Dickinson LLP