I am Alicia Horrigan a third-year law student and soon to be law graduate. Whilst coming to the end of my studies I need to consider what restrictions may affect my future legal career as a woman.  

Amongst the ongoing pandemic circling the globe, I was surprised to find that enforcement of the gender pay gap reporting requirements has been relaxed due to the coronavirus. The Government Equalities Office and the Equality and Human Rights Commission have announced employers will no longer be required to report their 2019/2020 data by 4th April 2020. The gender pay gap reporting regulations require organisations with 250 or more employees to publish the differences in hourly rates of pay for male and female full-time employees and the proportions between male and female employees awarded financial bonuses. 

The gender pay gap reporting may have been suspended due to current affairs but it must not be forgotten. The CIPD and others are still calling on organisations to continue reporting voluntarily.  In normal circumstances, an employer who refuses to report would risk investigation by the Equality and Human Rights Commission as well as enforcement proceedings that may result in a fine.  

This decision is testimony to the unprecedented pressure organisations are under to keep workforces afloat which must remain the priority. However, businesses should be urged to continue their reporting commitments. According to the government, only 26% of employers who are expected to file reports have already done so.  

However, it is a matter of delaying the reporting to when the fog lifts. The timing of the coronavirus pandemic is likely to have a long–term impact on employer’s gender pay gap figures which may complicate the overall objective towards tackling the gender pay gap and the effectiveness of their action plans.  

If in the period leading up to April of this year, an employer has been reducing pay to employees due to restructuring of the business in response to coronavirus this may have an adverse effect of how representative this year’s snapshot of comparison is with previous reporting statistics.  

This problem presents longer term issues too as many women may be more likely to be furloughed by some companies and employers should be wary of discriminatory behaviour arising out of this pandemic. It is too often a gender stereotype that women are expected to be primary carers whether for children or the vulnerable and this may impact on their careers now more than ever as it could involve extended time off and a change of focus with less time to dedicate to their career.  

As a result, there is uncertainty if women will be re–employed in what is already a competitive market. For many female graduates searching for jobs that potentially may not exist it is time to shine and learn how to adapt. Remote working gives primary carers an opportunity to maintain control over flexible hours. However, once normality has resumed it may be that more women will turn to be self-employed and create their own jobs as former employers concentrate on the financial value of an individual, often requiring employees to work longer hours rather than encouraging the quality of work life balance.  

Overall, the gender pay gap cannot be said to have improved or action plans adopted if the statistics aren’t shared, however in light of current circumstances April 2020 is likely to be a very unrepresentative month in terms of salaries so there is no real option but to delay this historical issue further, just as female graduates like myself look to enter the job market. It seems the repercussions of the virus will continue long after we have all returned to the office. 

Bailoran offer a range of services including advice for employers. If you would like further assistance to ensure your business provides equal opportunities, please get in touch on 0113 266 0735.