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Employment United Kingdom For businesses

Gender Pay Gap Reporting Obligations Check

Check whether your business needs to report gender pay gap data and whether you're prepared.

Start free check 6 questions · 5 minutes · No signup

Did you know? The numbers behind this check.

  • 250+ employeesThreshold
  • Annual, fixed snapshot dateReporting deadline
  • Mean & median pay gap, bonus gap, quartilesMust publish
  • Equality and Human Rights CommissionEnforcement

Why this matters.

Employers with 250 or more employees on a specific “snapshot date” each year are legally required to publish gender pay gap figures, including the mean and median gender pay gap, bonus gap, and the proportion of men and women in each pay quartile. The data must be published on the employer’s own website and reported to the government within strict deadlines. Failure to report can result in enforcement action by the Equality and Human Rights Commission, including court orders and unlimited fines for non-compliance.

Even for businesses below the 250-employee threshold, gender pay gap reporting is increasingly relevant: growing businesses need to plan for when they cross the threshold, and many larger customers now ask smaller suppliers for pay equity information as part of ESG and procurement requirements. There are also proposals to extend mandatory reporting to ethnicity and disability pay gaps, and some businesses choose to report voluntarily as part of their employer brand.

Have these to hand.

  • Your current headcount (employees, not just contractors)
  • Pay and bonus data for your workforce, broken down by gender
  • Whether you're approaching the 250-employee threshold

What you’ll get.

  • 1A score out of 100Where you stand today, at a glance.
  • 2Findings ranked by riskWhat could cost you, highest risk first.
  • 3A plan with timeframesWhat to fix first and by when.

This check confirms whether gender pay gap reporting currently applies to your business, and if not, how prepared you are for when it might.

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General guidance only, not legal advice. Consult a qualified solicitor or adviser in your jurisdiction for specific issues.