Gender pay gap

From 6th April 2017 employers in Great Britain with more than 250 employees are required by law to publish their gender pay gap information, covering pay and bonuses. Connect Health has published its 2017 figures, and a summary to explain the action we have put in place to reduce the gap.

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Gender pay gap

From 6th April 2017 employers in Great Britain with more than 250 employees are required by law to publish their gender pay gap information, covering pay and bonuses. Connect Health has published its 2017 figures, and a summary to explain the action we have put in place to reduce the gap.

Find out more Get in touch

What is Gender Pay Gap Reporting?
Gender pay gap reporting does not mean that orgnaisations must report on equal pay. Equal pay is about differences in the actual earnings of men and women doing equal work. Connect Health is an equal pay employer.

From 2017 onwards, any UK organisation employing 250 or more employees must publicly report on its gender pay gap in si different ways: the mean and median gender pay gaps; the mean and median gender bonus gaps; the proportion of men and women who received bonuses, and the number of men and women according to quartile pay bands.

The gender pay gap shows the differences in the average earnings between all men and women in an organisation.

The mean (or average) gender pay gap is the difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees.

The median (or middle) gender pay gap is the difference between the median hourly rate of pay of male full-pay relevant employees and that of female full-pay employees.

Read the full Gender pay gap report 2017
Read the full Gender pay gap report 2018

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