What employers need to know

The gender wage gap was provided to the older employers in 2017. The government's view is that this has improved transparency and provided employers important information on how to address inequality.

It intends to enter the mandatory gap of race and disability, and it now indicates how to do so.

The consultation period ends on June 10, 2025.

The aim of this is to adopt a similar frame used for gender payment. Accordingly, many proposals will be familiar to adult employees, that is, those who have 250 or more employees. However, it is acceptable to report the gap in paying race and disability more complicated. This is because of the large number of races in the workforce and the fact that many organizations do not have much information about the employee's race.

On average ethnic minorities, most ethnic minority groups earn less than their British peers whitening, and on average, on average, they have less income than non -disabled. The introduction of the mandatory ethnicity of the sweat and the gap in pushing the gap will reveal any wages gaps and enable organizations to consider the reason for the presence of such gaps in wages and how to treat them.

What does the consulting paper cover?

Pay the gap accounts

As with reporting the gender gap in wages, it is suggested that employers report medium and medium differences in the average wages by watch and bonuses, and the percentage of employees who receive rewards and percentage of employees in four groups equally, which ranks first to the lowest salaries per hour. Miscellaneous, the government also suggests to make employers mandatory for:

• The general collapse of the workforce by race and disability.
• The percentage of employees who did not reveal their personal data about their race and impotence.

Additional reporting requirements for public bodies

The government asked whether employers should report differences in ethnic wages according to the category or domains, employment data, retaining and progress according to race. He also asked whether these requirements should extend to the disability.

Collect ethnic data and their accounts

These are complicated issues of the above reasons. Asking employees to report their race is the best way to collect data, but the government indicates that there must be an option to “cancel the subscription” to answer. Since some ethnic groups may earn more than others, the government is keen that employers show the wages of the wages for the largest possible number of ethnic groups.

However, there are data protection effects. To protect the privacy of employees, at least 10 employees are suggested in any ethnic group, and employers may have to add some ethnic groups together to meet this threshold. A “binary classification” of two groups is proposed if the employer has fewer employees in different ethnic groups, for example, comparing white British employees with ethnic minorities employees.

Collect Disabilities and Accounts

The government proposes to follow a “bilateral approach” to measure the disability salary gap by comparing the salaries of disabled employees with employee employees. The definition of the 2010 Equality Law is likely to be used for disability. Employees will not be required to determine or reveal their disability for their employers when submitting reporting the gap in paying the deficit. As with sweat, at least 10 employees in each group are suggested that are compared to data protection purposes and the protection of employee privacy.

Dates and final dates

The same two groups of dates used to report the gender gap are suggested: the “history of the shot” on April 5 of each year for the private sector, volunteering and “history of reports” by April 4 the following year. The dates of public bodies are March 31 and 30 March the following year. Labor employers are likely to report the data of the sweat gap and their online deficit, similar to the gender gap service.

Consider other parts of the consulting paper in the geographical range of mandatory reports and whether employers should produce work plans to help determine the cause of a wage gap and how it can be closed. It is suggested that the Equality and Human Rights Committee be responsible for implementation.

conclusion

Many organizations are already analyzing ethnic gaps in voluntarily. In April 2023, the previous government published comprehensive instructions for employers on how to voluntarily measure and report any difference in ethnic wages within the workforce.

However, many employers may not have enough employee data to produce a gap report in a meaningful race, and therefore the starting point is to focus on collecting these data and encouraging employees to participate in workforce polls.