Gender pay gap reporting guide

Calculating “pay” and “bonus” for gender pay gap reporting

Establish a flawless foundation for your gender pay gap (GPG) reporting

Before you can close the gap, you must define the data. Inaccurate calculations risk non-compliance and reputational damage, yet the definitions of “ordinary pay” and “bonus pay” remain complex. This guide empowers Reward professionals to navigate these technical nuances with certainty, ensuring your reporting reflects your organisation’s true position.

• Clarify definitions: Distinguish exactly what counts as “ordinary pay” versus “bonus pay” to ensure data integrity.
• Ensure accuracy: Follow step-by-step protocols for calculating hourly rates and handling salary sacrifice schemes.
• Reduce risk: Adopt leading practices to turn your mandatory reporting into a trusted foundation for your people strategy.

Is your gender pay gap data truly audit-ready?

Getting the snapshot date or pro-rating calculations wrong can distort your entire report. We provide the technical specifications required to build a compensation strategy that CFOs trust and employees value.