Gender pay gap reporting: changes to enforcement

Will the impact of Covid be swept under the carpet?

The government has announced that employers now have until 5 October 2021 to report their gender pay gap information in respect of the 2020 snapshot dates.

In addition, they don’t have to report at all for the 2019/20 reporting year (snapshot dates of either 31 March 2019 or 5 April 2019). 

We all know the pressure that employers have been under over the past year. For many, just keeping things afloat has been a monumental challenge. Even those whose bottom line has been less affected, have put different operational processes in place and have been supporting home working employees. Many would argue some respite is needed.

But is it right that gender pay gap reporting has been given the back seat?

From my perspective, it is disappointing.

There have been lots of reports that women have been more harshly impacted by the pandemic; from job losses to shouldering the childcare load.  The break in reporting will mean that it will be so much more difficult to see any gender impact of the pandemic and that’s concerning.  Uninterrupted data would give employers a critical lens through which to view their organisation and its responses. And having it in the public domain will mean that they are less likely to be able to sweep things under the pandemic carpet.

Of course, in the spirit of transparency and ‘doing the right thing’, many employers will continue to report for all of their snapshot dates regardless. They’ll just have a little extra time to do it.

Do get in touch if you’d like help with your gender pay gap calculations or narrative.

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Image courtesy of Todd Huffman