On this page
- 01Key takeaways
- 02Who must publish a gender pay gap report?
- 03What must be published?
- 04Where must it appear on the website?
- 05When is the deadline?
- 06Should smaller employers publish voluntarily?
- 07When is a website report not required?
- 08What does this look like in practice?
- 09Gender pay gap checklist
- 10Next step
- 11Sources and further reading
- 12Frequently asked questions
Key takeaways
Employers with 250 or more employees on the snapshot date must publish gender pay gap figures each year on the government's reporting service and on their own website, with a written statement signed by a senior person. Reports must stay on the website for at least three years. Smaller employers can publish voluntarily.
- 250 or more employees: annual gender pay gap reporting is required.
- Publish on your own website and the government service.
- Keep each report on your website for at least 3 years.
- 6 figures are required, from mean pay gap to pay quartiles.
Growing towards 250 staff? Message us on WhatsApp.
Chat on WhatsApp →Who must publish a gender pay gap report?
Employers with 250 or more employees on their snapshot date must report their gender pay gap each year. For most private and voluntary sector employers the snapshot date is 5 April. Global Bridge Labs (GBL) treats it as a threshold-based item in the policies layer, alongside modern slavery statements.
What must be published?
Six figures are required: the mean and median gender pay gap in hourly pay, the mean and median bonus gap, the proportion of men and women receiving a bonus, and the proportion of men and women in each pay quartile. A written statement, signed by an appropriate senior person, confirms accuracy.
Where must it appear on the website?
It must be published on your own website in a way that is accessible to employees and the public, and on the government's gender pay gap service. Keep each year's report on your website for at least three years. A link from the policies page or footer makes it easy to find.
When is the deadline?
Private and voluntary sector employers must publish within 12 months of the 5 April snapshot date, so by the following 4 April. Many publish earlier. Late or missing reports can lead to enforcement and are publicly visible on the government service.
Should smaller employers publish voluntarily?
Smaller employers can publish voluntarily, which can help recruitment and tenders. Small numbers can make figures volatile, so add context explaining what drives them. Publishing is a commitment to repeat it each year, so only start if you will continue.
When is a website report not required?
It is not required for employers below 250 employees on the snapshot date. Count carefully, because the definition of employee is broad. If you cross the threshold, start preparing early, because the first report needs payroll data from the snapshot period.
What does this look like in practice?
A pattern we see in fast-growing firms: headcount crosses 250 and the first reporting deadline arrives without anyone owning it. Adding the report to the business fact sheet, with an owner and a date, keeps it from becoming a last-minute scramble.
Gender pay gap checklist
- Count employees on the snapshot date.
- Calculate the six required figures.
- Prepare a signed written statement.
- Publish on your website and the government service.
- Keep reports online for three years.
- Add context to explain the figures.
Next step
If your headcount is approaching 250, diary next April's snapshot date and name the person who will own the report.
Message us on WhatsApp for help with required website disclosures, with no pitch.
Chat on WhatsApp →Sources and further reading
- Equality Act 2010 · legislation.gov.uk
- Slavery and human trafficking in supply chains: guidance for businesses · Home Office
Frequently asked questions
Do I have to publish my gender pay gap on my website?
If you had 250 or more employees on the snapshot date, yes. The report must go on your own website and the government's reporting service, and stay on your website for at least three years.
What is the snapshot date for gender pay gap reporting?
For most private and voluntary sector employers it is 5 April each year, with publication due within 12 months. Public sector employers use 31 March. The snapshot determines both headcount and the pay period used.
What figures must a gender pay gap report include?
It must include mean and median hourly pay gaps, mean and median bonus gaps, the proportion of each sex receiving a bonus, and the proportion of each sex in each pay quartile, with a signed written statement.
Written by
Global Bridge Labs (GBL) is a UK–Sri Lanka partner for social media, websites and BPO. Everything here comes from client delivery, not theory.
