The gender pay gap legislation introduced in April 2017 requires that UK employers with 250 employees or more publish data about their gender pay gap using six different measures:
- Mean gender pay gap: the difference between the mean hourly rate of pay of male and that of female full-pay relevant employees.
- Median gender pay gap: the difference between the median hourly rate of pay of male and that of female full-pay relevant employees
- Mean bonus gap: the difference between the mean bonus pay paid to males and that paid to female relevant employees
- Median bonus gap: the difference between the median bonus pay paid to male and that paid to female relevant employees
- Bonus proportions: the proportions of male and female relevant employees who were paid bonus pay
- Quartile pay bands: the proportions of male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands. (CIPD)
The gender pay gap differs from equal pay as it is concerned with the differences in the average pay between men and women over a period of time no matter what their role is. Equal pay deals with the pay differences between men and women who carry out the same
or similar jobs.
Our gender pay gap report data has been produced using a number of set reports available through the ESR (Electronic Staff Record) system. This is a national NHS tool for generating gender pay gap information and by default takes into account a large number of NHS pay and bonus pay elements when generating reports.