With a month remaining until the 4 April Gender Pay Gap (GPG) reporting deadline, nearly 9,000 companies have yet to submit their data, according to analysis by Isio.
While the proportion of late submissions has declined in recent years, 9 percent of companies still missed the deadline last year, down from 14 percent in 2020/21. Two-thirds of late reports were more than a week overdue and one-third were filed over a month after the cut-off.
At this stage in the reporting cycle, around 2,400 companies have already submitted their data, keeping pace with last year’s figures. However, Isio’s analysis shows that nearly half of all submissions typically occur in the final week before the deadline, increasing the risk of errors and delays.
Accurate Reporting and Future Compliance
Isio is urging employers to ensure the accuracy of their reports, as common mistakes include incorrect inclusion of allowances, miscalculations for part-time adjustments, and errors in bonus reporting. The firm also highlights the possibility of future reporting requirements, such as ethnicity and disability pay gaps, which could require businesses to adapt their processes.
Beyond compliance, Isio added that companies should use Gender Pay Gap reporting as a tool to drive meaningful change rather than a box-ticking exercise.
Closing the Gender Pay Gap
Mark Jones, Reward & Benefits Partner at Isio, said, “It’s encouraging to see more companies reporting on time, but with thousands still outstanding, many will face last-minute pressure. Gender Pay Gap reporting shouldn’t just be a compliance exercise – it’s an opportunity for employers to take stock of their reward strategies, identify pay disparities and take meaningful action to close the gap.
“Many businesses still treat Gender Pay Gap reporting as a tick-box exercise, but those that go further by embedding transparency and taking action to improve pay equity will be better placed to attract and retain talent in an increasingly competitive market.”
As the deadline approaches, businesses that have yet to submit their reports face increasing time pressure. Employers are encouraged to act promptly to ensure compliance, avoid last-minute errors and use the reporting process as a step towards greater workplace equity.
