so that they develop an understanding of what is required under the GPGR and the benefits of compliance. We will act consistently and aim to secure compliance by all employers subject to the GPGR. We are committed to openness and transparency, and aim in this policy to provide a detailed outline of the action that may be taken if employers do not comply with the GPGR. We will use our enforcement powers firmly, promptly and effectively in the enforcement of the GPGR. In doing so we will act proportionately by corresponding with non-compliant employers before taking formal enforcement action. We have adopted timeframes within which we expect non-compliance to be resolved and which we believe all employers should be able to comply with. If we need to take enforcement action, we will inform employers why we are doing so, why we have chosen any particular course of action and what the next steps in the process will be. We will only use the more serious of our enforcement powers where employers fail to engage with us following our initial correspondence. We will maintain consistency in our approach to enforcement of the GPGR by requiring all staff members who make decisions about regulatory action to follow this policy. We will publish details of enforcement action that we take where we are obliged to do so under the EA 2006, and when it is lawful and appropriate to do so. How will we achieve compliance? in this context is defined as compliance with the provisions of the ‘Compliance’ GPGR. We aim to promote compliance without the need for formal enforcement action. However, we will take action in accordance with our powers set out in the EA 2006 where employers do not comply, despite our encouragement to do so. Range of activities to encourage compliance We will encourage compliance through a range of activities including:
so that they develop an understanding of what is required under the GPGR and the benefits of compliance. We will act consistently and aim to secure compliance by all employers subject to the GPGR. We are committed to openness and transparency, and aim in this policy to provide a detailed outline of the action that may be taken if employers do not comply with the GPGR. We will use our enforcement powers firmly, promptly and effectively in the enforcement of the GPGR. In doing so we will act proportionately by corresponding with non-compliant employers before taking formal enforcement action. We have adopted timeframes within which we expect non-compliance to be resolved and which we believe all employers should be able to comply with. If we need to take enforcement action, we will inform employers why we are doing so, why we have chosen any particular course of action and what the next steps in the process will be. We will only use the more serious of our enforcement powers where employers fail to engage with us following our initial correspondence. We will maintain consistency in our approach to enforcement of the GPGR by requiring all staff members who make decisions about regulatory action to follow this policy. We will publish details of enforcement action that we take where we are obliged to do so under the EA 2006, and when it is lawful and appropriate to do so. How will we achieve compliance? ‘Compliance’ in this context is defined as compliance with the provisions of the GPGR. We aim to promote compliance without the need for formal enforcement action. However, we will take action in accordance with our powers set out in the EA 2006 where employers do not comply, despite our encouragement to do so. Range of activities to encourage compliance We will encourage compliance through a range of activities including:
gender-pay-gap-enforcing-the-regulations-march-2018.docx