Questions and answers

Any employer with 250 or more employees on the snapshot date. For private and voluntary sector employers, that is 5 April. For most public bodies, it is 31 March. You count people, not full-time equivalents.

Within a year of the snapshot date. For the 2026/27 report, that is 4 April 2027 for private and voluntary sector employers, and 30 March 2027 for most public bodies.

Six sets of figures: your mean and median pay gap, your mean and median bonus gap, the share of men and women who got a bonus, and the share of men and women in each pay quarter. They go on GOV.UK and on your own website, with a written statement signed by a senior person, such as a director. Keep them on your website for at least three years.

Not yet. Action plans are voluntary for 2026/27 and become mandatory from the 2027/28 reporting year. Each plan needs at least one action on your gender pay gap and one to support staff going through menopause.

Late reports are marked as late in the public GOV.UK data, and the Equality and Human Rights Commission can take enforcement action.

No. A pay gap shows the difference in average pay between men and women across your whole workforce. Paying men and women differently for equal work is a different thing, and that is against the law. If you are worried about it, speak to an employment lawyer.

Many payroll systems can print the six figures. But they are only right if the data going in is right, and the software will not write your narrative or action plan. We check the data, explain the result and write the plan.

We can submit it on GOV.UK for you, or walk your team through it. Either way, your director signs the written statement.

If you have 150 or more workers in an EU country, the EU Pay Transparency Directive brings new pay reports from June 2027. Each country is writing its own rules. Tell us on the free check form and we will keep you posted.

From £1,950 a year, fixed before we start. See all prices