Understanding Equal Pay – Gender Pay Gap Reporting



In additional to the 6 hour course below we offer a fast paced 2.5 hour course that covers just the calculations and reporting procedures. It is online virtual classroom session with a live trainer. Just £285+vat for up to 14 people

Understanding, Auditing, Reporting & Addressing Pay Gap Issues

This one-day workshop explores equal pay, it explains the legislation, how equal pay can benefit the organisation and demonstrates effective low burden ways to conduct equal pay audits and report the findings.

Most employers believe that they provide equal pay for equal work, irrespective of whether job holders are men, women, of minority ethnic origin, white, disabled, work part-time. But the figures suggest that many are still a long way from achieving it.

Equal pay laws were introduced in to the UK some 40 years ago but despite the ever-increasing focus and pressure full time working women earn on average 17% less than men and for ethnic minorities and those working part time the differences can be far higher.

The latest legislation on equal pay reporting requires larger businesses and public sector organisation to publish annual reports on their:

  1. Executive Pay Gap
    • the pay gap between their chief executive and their average UK worker
  2. Gender Pay Gap
    • average gender pay gap as a mean average
    • average gender pay gap as a median average
    • average bonus gender pay gap as a mean average
    • average bonus gender pay gap as a median average
    • proportion of males receiving a bonus payment and proportion of females receiving a bonus payment
    • proportion of males and females when divided into four groups ordered from lowest to highest pay.

Whilst the legislation requiring annual reports applies only to the public sector and larger business all organisations can benefit from reviewing their pay and benefits levels and ensuring equality is robust. Our training course therefore covers the Statutory Code of Practice for Equal Pay which applies to all organisations

Ensuring equal pay is a highly effective way to ensure employee motivation, support and contribution is maximised as well as offering numerous secondary benefits for example:

  • Improving compliance with legislation and good practice
  • Demonstrating your values to those you do business with.
  • Ensuring rational, fair, transparent pay arrangements
  • Demonstrating the organisation commitment to equality

This one-day workshop explores the requirements, good practice and benefits of being a robust equal pay employer and demonstrates effective, low burden ways to audit, report on and achieve equality in pay and benefits.

For Whom
This workshop is for HR teams, senior and operational managers and employee representatives who are likely to be involved in or with delivering equal pay across the organisation. It is especially suitable for those involved in auditing and reporting on pay gaps.

Aims and Objectives
This one-day training course highlights the legal and business drivers behind equal pay audits and explains in an easy to understand way how to complete a full and effective audit


  1. Background and Business Drivers behind Equal Pay Audits
  • The Equality Act and The Legal Framework, including gap reporting legislation
  • The Business Case
  • Contract Compliance
  • Stronger powers for Employment Tribunals
  • Transparency between actual pay rates
    • women and men
    • Senior management and the work force
  • Do you have confidence in your own pay systems?

Additionally, the legal framework also covers the statutory Code of Practice for Equal Pay (Equality Act 2010) which applies to all organisations irrespective of size.

The code does not itself impose legal obligations. However, it helps explain the legal obligations under the Equality Act 2010. Tribunals and courts considering an equal pay claim are obliged to consider any part of the code that appears relevant to the proceedings.

If employers and others who have obligations under the Act’s equal pay provisions follow the guidance in the code, it may help to avoid an adverse decision by a tribunal or court in such proceedings.

The guidance which we cover on the course provides a further grounding for the next module on equal pay audits -tools and techniques.

  1. Carrying Out Equal Pay Audits – Tools and Techniques
    High quality equal pay audits are a highly effective far more than data collection exercises, they demand a commitment to put right any unjustified pay and benefit inequalities found.

This means that the audit requires the full involvement and support of all managers who have the responsibility and authority to implement any changes needed. It is also important to ensure workforce representatives are involved fully in order to validate in the eyes of the workforce that the audit and subsequent action was fair and justifiable.

  • Carrying out an Equal Pay Audit
    • A step by step guide
    • analysis to action planning
  • Drawing up a non-discriminatory job evaluation scheme
  • Generic health checks for
    • Monitoring
    • review arrangements
  • Breaking through the jargon
  1. Reporting and Action

Session 3 explores the latest reporting requirements and considers what action can be taken to address gaps and minimise employee

  • Publishing and Reporting Pay Gap Information – the legal frameworks and good practice
  • Identifying positive data and areas for improvement
  • Managing negative data
  • Reducing pay gap levels and imbalances

Case studies and key “surgery” time to give advice on your issues will also be covered on this course.

We encourage participants to let us have advance copies of any pay policies, agreements and advise on prevailing issues so we can incorporate these into the training

Finally, our course will provide information about external sources of help and advice in this ever changing complex legal and business environment.

The above course or elements from it are available through our online virtual classroom modules, see below. All modules are required for full coverage.

Module One – Overarching Legal and Business Framework
2.75 Hours online training including a 15 minute break mid-wayIntroductions and Domestics

  • Overview of whole course -Aims and Objectives.
  • General overview of three separate but related modules
  • Ways of working for all modules– arrangements and protocols.
  • Signposting course materials
  • Overview of specific topics in Module One
  • Key Statistical Definitions
  • Business Case for Equal Pay
  • Landmarks in Equal Pay History – UK and International Comparisons
  • Legal Framework and Definitions – Equality Act and UK Employment Law
  • Implications of Brexit
  • The Burden of Proof
  • Concept of “like work “, “equivalent work” and “equal value”
  • Job evaluation schemes and job weightings
  • “Material factors” defence for employers
  • Statutory Code of Practice for Equal Pay
  • Tribunal Procedures for Equal Pay Claims
  • Contract Compliance and the Public Sector Equality Duty
  • Final Q and A’s
  • Signposting Module Two

Module Two – Carrying out an Equal Pay Audit
2.75 Hours online training including a 15 minute break mid-way

  • Introductions and Domestics
  • Reminder of overview of whole course – Aims and Objectives.
  • Brief Refresher of ways of working and agreed protocols.
  • Brief Refresher of Module One
  • Overview of specific topics in Module Two
  • Five key features of a low risk pay system.
  • Three main purposes of an Equal Pay Audit
  • Carrying out Equal Pay Audits using five recommended steps from the Equality and Human Rights Commission
  • Reconciling “like work”, “equivalent work” and “equal value” with the audit steps
  • What should be in an Equal Pay Action Plan?
  • Essential components for an Equal Pay Policy
  • Final Q and A’s
  • Signposting Module Three

Module Three The Gender Pay Gap Regulations
3.75 Hours online training including a 15 minute break mid-way

  • Introductions and Domestics
  • Reminder of overview of whole course – Aims and Objectives.
  • Brief Refresher of ways of working and agreed protocols.
  • Brief Refresher of Module Two
  • Overview of specific topics in Module Three
  • Difference between Equal Pay & Gender Pay Gap
  • Definition of Employee for Headcount n 6 Calculations to make in Gender Pay Gap report
  • Technical terms and definitions: –
    • Mean and Median Data
    • Quartiles
    • Relevant Pay Period
    • Snapshot Date
    • Ordinary Pay Data
    • Bonuses and Pensions
  • Calculating and Reporting your Data
  • Step by Step Methodology using a fictious company
  • Explaining the resulting data with written statements
  • Sample action points from private and public organisations
  • Action Planning
  • Final Q and A’s about the Three Modules
  • Signposting internal and external sources
  • Evaluation