The Government Equalities Office (GEO) has launched a consultation on proposals to introduce mandatory gender pay gap reporting for large public sector bodies. The consultation document confirms that S.78 of the Equality Act 2010 requires mandatory gender pay gap reporting for large private and voluntary sector organisations and that consultation on draft regulations took place earlier this year. Subject to Parliamentary approval, this legislation should be brought into force in early 2017. The GEO confirms that it was previously announced that this requirement would be extended to all large employers in the public sector and that the same approach for the private and voluntary sectors would apply. This consultation paper comprises of the following:
- How it is intended to bring in the reporting requirements for public sector employers.
- How the reporting requirements will work in the public sector.
- A number of questions on the proposed approach.
Page 10 and Annex A give further information on which public bodies will be affected. The consultation closes on 30 September 2016.
Content Note
The aim is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out full details of all the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided contact us for further information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
