key takeaways
On 27 February 2024, WGEA will publish the gender pay gap for private sector employers with a workforce of 100 or more employees.
This change is a result of the amendments to the Workplace Gender Equality Act 2012 (Act) passed by Federal Parliament in March 2023, which aims to accelerate workplace gender equality in Australia by encouraging employers to drive workplace policies and practices to assist in closing the gender pay gap.
What does this mean for employers?
The upcoming release of data will be made on 27 February 2024 and will cover the period from 1 April 2022 to 31 March 2023 for private sector organisations only.
The release of Commonwealth public sector gender pay gap data will be published in early 2025 and will be based on 1 January 2023 to 31 December 2023 reporting.
Employers do not need to provide WGEA with any additional reporting data to calculate their entities gender pay gap as the data published by WGEA will be taken from existing data supplied by employers in their gender equity reporting.
However, the changes provide companies with the opportunity to provide a statement to give context to their gender pay gap and outline their plans for action in closing the gap. Organisations should have been provided their gender pay gap result well in advance of it being made public.
Changes to reporting from April 2024
From 1 April 2024, employers will be required to report more detailed data to better understand gender inequality in Australia. The additional information includes:
Mandatory reporting means data will be provided by all employers, rather than a smaller sample that may choose to provide this data voluntarily.
Other changes include:
Non Compliance
Organisations who fail to comply with these reporting requirements face the risk of being publicly named in WGEA’s Non-compliant organisations list, which will name those employers who have not met their obligations or WGEA’s minimum standards to show commitment to gender equality.
outstanding reforms
The legislative reforms will implement many of the 10 recommendations that were made in the 2021 Review of the Act.
The outstanding recommendations are still undergoing careful consideration and consultation including:
how can mcw help?
McInnes Wilson Lawyers can help you with your reporting obligations and disclosures.
Get in touch with us today if you would like more information regarding the amendments to the Workplace Gender Equality Act 2012.
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