The Equality and Human Rights Commission (EHRC) has identified several organisations that missed the deadlines to report their gender pay gap data for the 2023-2024 period.
Among them are defence and security technology firm Ultra Electronics and Norchem Healthcare.
Private sector organisations in Britain and English public bodies with 250 or more employees are legally required to publish their gender pay gap information annually. English public sector employers must provide this information by 30 March, while private, voluntary sector employers, and certain public sector bodies in England must do so by 4 April.
Enforcement Actions by EHRC
Organisations that fail to meet these deadlines receive a warning notice of formal enforcement action from the EHRC. Potential enforcement actions include enforceable action plans or investigations if they breach equality law. The EHRC has the authority to seek a court order to impose unlimited fines on non-compliant organisations.
Between April and May 2024, the EHRC sent warning and reminder notices to over 600 employers who had not reported their data by the initial deadline. Although the total number of non-reporting organisations has decreased compared to 2023 and 2022, six organisations still have not published their data. These include:
- Ultra Electronics
- Norchem Healthcare
- Alpenbest
- Drug Development Solutions
- Apex Prime Care
- Care Quality Services
Impact on Compliance and Industry Practices
Baroness Kishwer Falkner, chairwoman of the EHRC, emphasised the importance of reporting gender pay gap data. She stated, “Employers which report data on the pay gap between men and women have the tools needed to understand and address pay inequality. Workplaces that take these steps attract staff, engage their employees and create productive and fair work environments.”
The EHRC’s actions highlight the ongoing need for transparency and compliance with gender pay gap reporting requirements. Organisations that fail to report risk enforcement actions that could include significant fines and damage to their reputation. The increased scrutiny also underscores the broader industry movement towards gender equality and fair pay practices.
As the deadline approaches annually, it is crucial for organisations to prioritise their compliance with gender pay gap reporting. The legal requirements and potential penalties for non-compliance serve as a reminder of the importance of addressing pay inequality within the workplace. Moving forward, continued attention to this issue will help create a more equitable and transparent work environment across all sectors.
