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Gender Pay Gap Report 2018 (Trust)

The gender pay gap legislation introduced in April 2017 requires that UK employers with 250 employees or more publish data about their gender pay gap using six different measures.

Gender Pay Gap reporting requirements

The gender pay gap legislation introduced in April 2017 requires that UK employers with 250 employees or more publish data about their gender pay gap using six different measures:

  • Mean gender pay gap: the difference between the mean hourly rate of pay of male and that of female full-pay relevant employees.
  • Median gender pay gap: the difference between the median hourly rate of pay of male and that of female full-pay relevant employees.
  • Mean bonus gap: the difference between the mean bonus pay paid to male and that paid to female relevant employees.
  • Median bonus gap: the difference between the median bonus pay paid to male and that paid to female relevant employees.
  • Bonus proportions: the proportions of male and female relevant employees who were paid bonus pay.
  • Quartile pay bands: the proportions of male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands. (CIPD)

The gender pay gap differs from equal pay as it is concerned with the differences in the average pay between men and women over a period of time no matter what their role is.

Equal pay deals with the pay differences between men and women who carry out the same or similar jobs.

Gender Pay Gap Report 2018 (Trust) (502kB pdf)