Sentences with phrase «publishing gender pay»

• Gender pay gap — for qualifying private companies, the deadline for publishing their gender pay report is 4 April 2018.

Getting more women into senior roles is showing signs of gradual improvement, with companies publishing gender pay reports to highlight how much they pay each sex on average.

2 Sisters Food Group has published its Gender Pay Gap report and unveiled a series of initiatives to improve diversity, gender, equality pay and opportunity across its business.

British Cycling is working hard to close the gender pay gap and improve working conditions for its employees, says British Cycling chair Frank Slevin as the governing body publishes its gender pay gap figures for the first time.

As one of the UK's largest employers, the public sector has a vital role to play in leading the way to tackle the gender pay gap which is why the DfE's step to publish our gender pay gap matters.»

It is now a requirement for educational institutions which have more than 250 workers to publish their gender pay gap statistics.

Academy trusts and schools with over 250 workers have one year to publish their gender pay gap data, following new rules.

«We are one of the first countries in the world to require all large employers to publish their gender pay gap and bonus data.

However, the scheme has been viewed as a failure; while nearly 300 companies signed up to participate, only seven have actually published their gender pay gap information.

The requirement for companies with more than 250 employees to publish gender pay gap information (expected 6 April 2017).

This raises the question of whether employers at greater risk of equal pay challenges when they publish their gender pay gap information?

Following the decision from Carrie Gracie to leave her post as the BBC's China editor, as she felt there was «big gap» in terms of pay between her and her male counterparts, Lorraine Heard, Legal Director at transatlantic law Womble Bond Dickinson, looks at whether the situation at the BBC should be a cause for concern among employers who are preparing to publish their gender pay gap information.

Employers complain about the new higher minimum wage (the so - called «living wage»); the «apprenticeship levy» (a payroll tax for large companies); restrictions on skilled migrant workers; and the requirement for large companies to publish their gender pay gaps.

Large employers must publish their gender pay gap by 4 April 2018, uploading prescribed data to a government website and their own.

All private and voluntary sector employers in England, Wales and Scotland with at least 250 employees will be required to publish gender pay gap information.

«Accordingly, in our analysis, under the draft regulations the requirement to publish gender pay information is not enforceable by the Commission or otherwise.»

Not only are employees enjoying equal pay, but, as more companies are being scrutinised and being forced to publish their gender pay gap reports, it provides the best strategy for businesses to continue operations with minimal disruptions and additional pressure.

The FT recently questioned companies whose reported figures looked odd and discovered that some employers appear not to be taking their obligation to publish their gender pay gaps and gender bonus gaps seriously.

By 4th April 2018, private sector employers (with at least 250 employees) will be required to publish gender pay information.

According to it, large employers will be required to publish their gender pay gap information by April 2018.

New UK regulations which require employers with 250 or more employees to publish their gender pay gap came into force on 6 April 2017.

Last month, the UK government enacted a new regulation, whereby thousands of employers across the country will have to calculate and publish their gender pay gap figures by April 2018.

Not exact matches

According to the World Economic Forum, two thirds of OECD countries have introduced policies on pay equality, including requiring some employers to publish calculations every year showing the gender pay gap.

All organisations with more than 250 employees must publish data showing their gender pay gaps by April next year.

A spokesperson for the Church of England told Premier the Church «published the data at the earliest possible opportunity and are committed to reporting our gender pay data in an open and transparent way».

The figures published provide a breakdown of pay by gender for staff of the National Church Institutions (NCIs) and do not cover clergy ministering across the 42 dioceses of the Church of England.

The Chelsea Football Club Foundation today (Wednesday) publishes our first ever gender pay gap report.

Large employers — already required to publish information on gender «pay equity» — should likewise have to report on «care equity», detailing who is taking family - based benefits.

Jeremy Corbyn has also advocated installing a «real» living wage and announced that companies with more than 21 employees to publish earnings data in a bid to close the gender pay gap.

The size of the gender pay gaps published by education employers has rightly attracted a lot of attention.

Local authorities have not had to publish data on the gender pay gap in their schools.

In 2017, the government passed a law forcing every organisation with 250 or more employees to publish specific figures about the difference in pay between genders, both on...

Macmillan Publishing International Limited (MPIL) has revealed that it's median gender pay gap is 34 % in favour of women.

Single supplement (if you do not want to share accommodation): This is optional - single travellers may choose to share a cabin (No guarantee of same gender sharing) or pay a supplement on the published price.

Employers have one year to release the data, but we expect those with low gender pay gaps to publish early.

This will obligate around 7,960 employers employing some 11 million workers, to publish the following four measures of gender pay based on a «snapshot» of pay information taken on 5th April each year:

The requirement to publish publically certainly forces bigger companies to think about gender pay inequality and to include as part of business planning and take issue more seriously.

The Financial Times investigation into the accuracy of the gender pay gap information published to date highlights...

The Government has now published the finalised Gender Pay Gap Information Regulations 2016, which will make gender pay gap reporting mandatory for employers with aGender Pay Gap Information Regulations 2016, which will make gender pay gap reporting mandatory for employers with at lPay Gap Information Regulations 2016, which will make gender pay gap reporting mandatory for employers with agender pay gap reporting mandatory for employers with at lpay gap reporting mandatory for employers with at le..

The Government has finally published its draft The Equality Act 2010 (Gender Pay Gap Information) Regulations 2016, which will make gender pay gap reporting mandaGender Pay Gap Information) Regulations 2016, which will make gender pay gap reporting mandatorPay Gap Information) Regulations 2016, which will make gender pay gap reporting mandagender pay gap reporting mandatorpay gap reporting mandatory..

Perhaps the biggest development this month is that from 1 October employment tribunals are required to order organisations to carry out equal pay audits, and publish the results on their website for 3 years, if they lose a gender pay claim which has been brought on or after 1 October 2014.

On the 5th April 2017, the Equality Act 2010 (Specific Duties and Public Authorities) Regulations of 2017 brought in a requirement that forces UK companies with a total «headcount» of more than 250 in any one year, to publish data about their gender pay gap.

That's why alongside our gender pay gap we've published our gender and ethnicity targets as delivering on these goals will go a long way towards closing the pay gap.»

Additionally, Theresa May has sworn to continue efforts to close the gender pay gap, by requiring companies with more than 250 employees to publish data on their gender pay gap.

While including our partnership in adjusted results shows a larger gender pay gap than the data from the statutory reporting requirements, our decision to publish these figures demonstrates our commitment to closing the gap and accelerating the pace of change of our gender demographic at every level.

The disparity in bonus payments is contained in a report published by the firm late last year, ahead of an April reporting deadline for all companies employing more than 250 people to submit information about their gender pay gap.

These regulations have received much publicity in recent months as the government seeks to redress the imbalance in gender equality by making it mandatory for companies to publish details of the difference between their male and female employees» pay.

Linklaters» disclosure comes after CMS, Herbert Smith Freehills and Shoosmiths last month became the first UK top 50 law firms to publish details of their gender pay gaps.

Reed Smith has published details of its UK gender pay gap, becoming one of the first firms to include partner figures in its reporting.

Employers who are subject to these regulations will then be required to publish details of their gender pay gap by uploading that information to the government's website.