Initially, it wasn't too bad. Register, complete a questionaire, submit.

However, these days the process, obligations, implications and risk have grown.

More data needs to be collected, additional visibility across the organisation is required, and having or not having certain policies and processes in place can be published, or worse.

Most in-house HR Managers or DE&I Leads we speak to say it can take up to 6 months to complete all collection, surveying, profiling and WGEA reporting templates.

This is dangerous as the WGEA only give you 2 months to submit your reporting after the period ends in March each year.

When..?

The WGEA will publish the gender pay gap for private sector employers with a workforce of 100 or more employees on the 27th of February, 2024. This will cover the 1 April 2022 - 31 March 2023 reporting period.

You only have until 20 Feb, 2024 to develop an Employer Statement and submit it to ensure it's published alone side your gender pay gap for context.

Why..?

In 2023, the "Workplace Gender Equality Amendment (Closing the Gender Pay Gap) Act 2023" was passed into Australian legislation. Included in this Act were reforms designed to encourage employers to deploy and drive workplace policies, practices and environments that support gender equality. Drawing from international experience, there is information which has shown publishing employer gender pay gaps can lead companies to prioritise gender equality and to a lowering of employer gender pay gaps. The WGEA specifically refers to the UK, where research indicates it motivated some employers to narrow the wage gap between men and women.

Note: Commonwealth public sector organisation’s gender pay gaps will be published in late 2024 or early 2025. Data for Commonwealth public sector organisations will be based on their 1 January 2023 – 31 December 2023 reporting data as their reporting periods differ from the private sector.

The official rules state: The Workplace Gender Equality Act 2012 requires non-public sector employers with 100 or more employees to submit a report to the Workplace Gender Equality Agency. 

Even if you have less than 100 employees, there may be circumstances that require your to at least register with the WGEA – eg. tendering for Government Contracts or being eligable for Government Grants.

Yes.

If you are required to report under the Compliance Reporting Program and can not demonstrate compliance, you may be named on the Non-Compliant Organisation list and may not be eligible to tender for Government contracts.

Also, you may not be eligible for some grants or other Government financial help.

Yes.

31st of May each year is the deadline.

Your report covers the 1st of April to the 31st of March each year, so you only have 2 months to complete the entire process.

If you do not submit before the 31st of May, you may be made non-compliant. (see the answer above)

Yes.

We complete strict non-disclosure agreements before commencing any engagement. 

We commit to maintaining the confidentiality and security of all client data.

All data handling complys with privacy laws and regulations.

Any and all information we collect, receive, collate, produce for/from you is held safely and securely within robust systems.