Employment update: GDPR and Gender Pay Gap reporting

Posted on: May 19th, 2017

One year to go: get ahead of the GDPR

The rather uncatchy General Data Protection Regulation (GDPR) is the new data protection legislation, originating from the EU. Although the GDPR is already in force, businesses in the UK are not expected to be compliant until 25 May 2018. Even though this may feel like a lifetime away, we recommend that you take steps to comply sooner rather than later.

We suggest that steps are taken now to assess current operations against the requirements of the GDPR and ensure that all data protection and privacy policies are updated in light of the GDPR. Investing time in these actions now will give you a sufficient timeframe to implement and embed change, and get ahead of your competitors.

Even with the looming inevitability of Brexit, the GDPR will set the bar for handling personal data for the foreseeable future and UK businesses will need to demonstrate data security to GDPR or equivalent standards in order to maintain cross border transactions and the flow of data.

If you would like to learn more, we will be holding a seminar on the GDPR and cyber security later this year. More details will be released shortly.

Gender Pay Gap Reporting

Following our earlier update, gender pay gap reporting regulations are now in force, requiring employers in the private and voluntary sector with 250 or more employees to publish pay reports regarding their employees.

Affected employers must analyse their gender pay gap each April, and publish their gender pay gap report, and an accompanying written statement of accuracy, within 12 months. Thereafter, employers must produce and publish an annual report. This must be published on the company’s website and must be kept online and publicly available for three years.

The reports must contain prescribed information, including the overall gender pay gap figures for employees, using both mean and median average hourly pay, and the gender bonus gap.

It is worth highlighting that even if you employee less than 250 staff you may find reporting being imposed on you as part of the overall supply chain by those you do business with. There is also definitely something to be said for putting your house in order early.

The first reports are due by no later than 4 April 2018, which really is not that far away…

If you would like any assistance in determining whether the regulations apply to you or help in putting your gender pay gap report together, we can help. Our fixed fee review gender pay package will tell you what your organisation needs to do, how to go about it and then assist with presenting the data in the right way. We can also help rectify any issues that may come to light.

Please contact us to find out more.