Are you a private sector employer with 100 or more employees? If so, you should by now be ready for the commencement of new mandatory reporting obligations, requiring that your business or organisation report its gender pay gap data to the Workplace Gender Equality Agency (WGEA) from 1 April 2024.
From that date, affected employers will be required to report to WGEA, workforce data including as to remuneration, age and workplace location. Additionally, larger employers with 500 or more employees will need to have in place a policy or strategy for each of six gender equality indicators.
On Tuesday 27 February 2024, WGEA will publish a first report around private sector employer gender pay gap data for the period 1 April 2022 to 31 March 2023. This first report under the new workplace gender equality reforms will set the benchmark for measuring the Nation’s progress in closing the gender pay gap in workplaces.
In readiness for this new reporting regime, employers and human resources personnel should:
- take note of the WGEA report to be released on 27 February 2024;
- ensure that their businesses and organisations are prepared and fully able to discern the required data and comply with their reporting obligations from 1 April 2024;
- be checking (and if necessary, updating) internal records, policies, procedures and the like, to ensure that the business or organisation can properly comply with the new obligations from the time they take effect.
Relatedly, employers and human resources personnel should also be aware that new obligations around mandatory reporting on sexual harassment, harassment on the grounds of sex, and discrimination will also come into effect from April 2024.
If you have any concerns or questions regarding the new requirements or your business’ or organisation’s compliance with them, the team at Emplawyer are ready to help.
