The Gender Pay Gap Information Regulations come into force on 6 April 2017.

In our first guide we explained how to work out whether the regulations apply to your organisation, who counts as a relevant employee and what is meant by the snapshot date.

Last week’s guide explained what pay information you will need to gather, who your ‘relevant full-pay employees’ are, and what is meant by the ‘relevant pay period’.

In this final guide, we look at bonus pay and explain how to calculate weekly working hours and hourly rates of pay.

Preparing for gender pay reporting - guide three