- basic pay
- paid leave, including annual, sick, maternity, paternity, adoption or parental leave (except where an employee is paid less than usual or nothing because of being on leave)
- area and other allowances
- shift premium pay, defined as the difference between basic pay and any higher rate paid for work during different times of the day or night
- pay for piecework.
It does not include:
- remuneration referable to overtime.
- remuneration referable to redundancy or termination of employment
- remuneration in lieu of leave
- remuneration provided otherwise than in money.
The relevant pay period means the pay period within which the snapshot date falls, which for monthly-paid staff would be the month in which the date is included.
Bonus pay (see Schedule 1, paragraph 4) relates to performance, productivity, incentive, commission or profit-sharing, but excludes:
- remuneration referable to overtime
- remuneration referable to redundancy
- remuneration referable to termination of employment.
Doctors' clinical distinction/excellence awards will be regarded as bonus pay, as well as any other payments above the level of ordinary for performance or expertise such as performance related pay for very senior managers and others. The relevant period means the period of 12 months ending with the snapshot date.
Calculating the quartiles (see Schedule 1, paragraph 13)
- Determine the hourly rate of pay and then rank the relevant employees in rank order from the lowest to the highest.
- Divide those employees into four sections, each comprising an equal number of employees to determine the lower, lower middle, upper middle and upper quartile pay bands.
- Show the proportion of male and female employees in each band as a percentage of the total employees in each band.
What employers will need to publish (see Schedule 1, paragraph 14)
- The information outlined above will need to be published within one year of the date for the 2017 snapshot.
- The information must be published on a website that is accessible to employees and the public free of charge. The information should remain on the website for a period of at least three years beginning with the date of publication.
- The EHRC will be responsible for monitoring how public bodies are complying with the GPG reporting requirements and can take enforcement action.
The public sector regulations came into force on Friday 31 March and the Government Equalities Office (GEO) has launched a campaign page which provides a range of useful resources, including links to the joint GEO/ACAS guidance.
Find the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 on the legislation.gov.uk website.
NHS Employers will work with the NHS Staff Council Equality and Diversity Group (EDG) to look at how organisations can best capture the data.
The government response to the public consultation has now been published and is available on the gov.uk website.
Xpert HR guidance refers to the private sector regulations. Apart from the snapshot date, the requirements are the same for the public sector.
ACAS guidance refers to the private sector regulations. Apart from the snapshot date, the requirements are the same for the public sector.
ACAS guidance specific to the public sector