Employers will need to identify who needs to be included in the report, and the results must be published on the Trust’s and Government’s website. When applicable, they must be confirmed by an appropriate person, such as a chief executive or someone with delegated responsibility.
Employers have the option to write a narrative alongisde their calculations, to explain to explain the reasons for the results and to give details about the actions taken to respond to any discrepancy, if necessary.
While the regulations for the public, private and voluntary sectors are nearly the same, and calculations are directly comparable, the public sector regulations also take into account the Public Sector Equality Duty (PSED). It is a legal requirement for all relevant employers to publish their gender pay report. Failing to do this by March 2018 is unlawful.
The Equality and Human Rights Commission has the power to enforce any failure to comply with the regulations.