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Posted on 11 Nov 15 by Carol Merriman

Monday 9 November marked this year's Equal Pay Day − the day when campaigners claim women will be working for "free" for the remainder of the year. A timely reminder as in the UK we wait for the Governments legislation on mandatory pay gap reporting for companies with more than 250 staff. Consultation closed in September and the format of the Equal Pay Reporting is yet to be confirmed.

The anticipated legislation during consultation caused a heated debate as many argue  that taking a complex set of issues and reducing it to a few headline statistics is not an effective approach. Whatever your view employers in the Private Sector need to start thinking about how to prepare for Equal Pay Reporting and the CIPD’s recommended 5 step approach is a great place to start.

·       Step one: Gather information

·       Step two: Determine which jobs are equal

·       Step three: Identify pay gaps

·       Step four: Determine the causes of pay gaps

·       Step five: Develop an equal pay action plan

So although we don’t know the finer detail of the reporting metrics, employers should really be making sure they undertake steps one and two above, putting themselves in a position of readiness.