The deadline for Australia’s gender pay data reporting is fast approaching. Employers must submit their reports to the Workplace Gender Equality Agency (WGEA) by May 31, 2025.
In this blog we’ll outline what is required and how to ensure you meet the compliance standards to avoid penalties and reputational damage.
Understanding the Reporting Requirements
Under the Workplace Gender Equality Act 2012, public and private sector employers with 100 or more employees must report on gender equality indicators. Larger employers with 500 or more employees must meet specific gender equality standards.
The reporting period spans 12 months, and reports must be lodged between April 1 and May 31 each year. Employers must resolve any data quality issues and lodge the report within this lodgement period to avoid non-compliance.
Data from 2024 reporting was released recently from the WGEA. The Employer Gender Pay Gaps Report found that on average, women earn 78 cents for every dollar earned by men, resulting in a total average remuneration gender pay gap of 21.8% and a base salary gender pay gap of 16.7%.
Key Components of the Report
Employers are required to submit the following:
- Workplace Profile: Collect and report employee-level data, including gender, earnings, and job function, based on a snapshot date within the reporting period.
- Workplace Management Statistics: Provide metrics related to hiring, promotions, retention, and leave of absence, disaggregated by gender, employment contract type, and job function.
- Workplace Policies and Strategies Questionnaire: Complete a questionnaire focusing on internal policies and strategies aimed at promoting pay equity and gender equality.
Employers with 500 or more employees have additional obligations. They must meet specific standards related to each of the gender equality indicators, including and not limited to having a formal policy or strategy on equal remuneration and pay equity between women and men when performing work of the same or similar value.
Employers must submit their reports to the Workplace Gender Equality Agency’s website via the Employer Portal.
Consequences of Non-Compliance
Failure to comply with the reporting requirements can lead to significant consequences, such as being deemed non-compliant by WGEA. This status can affect an organization’s reputation and eligibility for government contracts.
Therefore, timely and accurate reporting is essential. Learn more about enforcement in our guide.
How Trusaic Can Simplify Compliance
Navigating the complexities of gender pay gap reporting can be challenging. Trusaic’s pay equity and pay transparency reporting solutions will help you ensure compliance.
- PayParity®: This advanced pay equity analysis software enables organizations to identify, understand, and resolve pay inequities across various demographics, including gender.
- R.O.S.A.: A game-changing remediation tool that solves the game of “whack-a-mole.” It lowers your practical significance pay gap below 5% and keeps it there.
- Regulatory Pay Transparency Reporting™: Easily meet the unique reporting requirements of over 50 jurisdictions worldwide, including Australia. Be alerted to upcoming deadlines, and execute fast with one-click reporting. We help you craft contextual narratives to explain your pay gaps, reducing regulatory scrutiny.
- Salary Range Finder®: Compliance doesn’t stop at reporting. Maintain pay equity progress during hiring, promotions, and compensation changes.
- TrueTransparency™: Continue to elevate and shape the narrative around your pay. Communicate pay gaps, progress objectives, and corrective measures to employees and stakeholders, enhancing trust and demonstrating a commitment to equity.
Steps to Ensure Compliance
To meet the upcoming deadline and maintain compliance:
- Gather and Verify Data: Collect accurate employee data, including gender, earnings, job functions, and other relevant information. Ensure the data is current and validated.
- Conduct a Pay Equity Analysis: Utilize tools like PayParity® to analyze the data for any pay disparities. Identify the root causes of inequities and develop strategies for remediation.
- Prepare the Report: Use the insights from your analysis to complete the required components of the WGEA report. Ensure that all sections are thoroughly addressed and that the information is presented clearly.
- Submit Before the Deadline: Lodge the completed report through the WGEA Employer Portal by May 31. Address any data quality issues promptly to avoid delays.
- Communicate Findings and Actions: Share the results of your pay equity analysis and the steps your organization is taking to address any identified gaps with employees and stakeholders. Transparency fosters trust and demonstrates a genuine commitment to gender equality.
With the May 31 deadline approaching, it’s imperative for eligible employers to act swiftly to ensure compliance with Australia’s gender pay gap reporting requirements.
Leveraging Trusaic’s comprehensive solutions can simplify the reporting process, provide valuable insights into pay equity, and help your organization demonstrate a steadfast commitment to gender equality.