By April 4 2018 every company with more than 250 employees have to report the details of their gender pay gap statistics - the difference between what men and women earn across your organisation and why. Want to know what the data shows for your company?
You can find the data here. If they don’t provide this information the Equalities and Human Rights Commission has warned that they could face hefty fines for failure to comply.
You have the right to discuss these issues at work and with colleagues as well as to raise them with your manager to hold them to account for what they are doing to tackle this gap.
Article 10 of the European Convention on Human Rights guarantees employees freedom of expression in the workplace.
Section 77 of the Equality Act 2010 specifically says that any part of an employment contract which seeks to stop you from talking about pay in order to work out if you (or a colleague) is experiencing pay discrimination is unenforceable.
If you are a member of a trade union, any attempt to restrict your right to express an opinion on these issues may also contradict your rights as set out under sections 146 and 152 of the Trade Union and Labour elations (Consolidation) Act 1992.
Talk to your co-workers about pay - find out what they earn
Talk to your manager, ask to see your employer’s action plan to address the gender pay gap in your work place.
Join a union, or if you are in a union, talk to your union reps about what they are doing on pay equality
Take it to your Women’s Network if you have one. If you don’t, start one.
Share your experiences through our #paymetoo survey. It's anonymous and will help inform our debates on parliament about how to address these issues.
You can read more about our fight to eliminate the gender pay gap here...
