Gender Pay Gap Reporting 2021: A Six Month Extension
Due to the impact of COVID-19, the Equality and Human Rights Commission have announced an extension to the Gender Pay Gap Reporting deadline for 2021.
Employers now have until 5 October 2021 to publish their gender pay gap data. This gives organisations some much-needed breathing space following a busy year of Job Retention Scheme implications, off-payroll working requirements, and the upcoming impact of budget 2021/22.
Due to the COVID-19 pandemic, the Gender Pay Gap reporting requirements were suspended completely for 2019 – 2020. But this year, qualifying organisations will once again need to publish their gender pay gap data.
Where possible, organisations are of course urged to meet the usual deadlines of 30 March (for public authorities), and 4 April (for private and voluntary employers).
However, the standard enforcement actions will not be undertaken until six months after these deadlines have passed.
A Reminder on the Qualifying Criteria
From 2017, employers with an employee count of 250 or more on their ‘snapshot date’ must comply with gender pay gap reporting regulations.
Gender pay gap calculations are based on payroll data drawn from the specific ‘snapshot date’.
For this year’s report, the snapshot date will be 31 March 2020 (for public authorities) and 6 April 2020 (for private and voluntary employers).
Job Retention Scheme Implications
If, like many employers, you have made use of the Job Retention Scheme, there are some implications for your furloughed staff when reporting your gender pay gap data. Try our blog to find out more.
