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Although equal pay for men and women has been on the statute books for over 40 years, on average women still earn less than men in Britain today.

Last year, we blogged about Equal Pay Day, the day on which  women effectively stop earning relative to men on a day in November.

The actual date varies each year and is based on the current gender pay gap. Latest Government figures show that the gender pay gap for all employees (full and part-time) has fallen from 19.3% in 2015 to 18.1% in 2016.

That means that, in the UK, this years’ Equal Pay Day is Thursday, 10 November.

On social media, the ‘equalpayday’ hashtag is gathering views and experiences from the UK, US and Europe. One organisation says that its employees will be leaving work at 3.34pm on 10 November – that’s 18% earlier than usual – to raise awareness of the gender pay gap.

But where are we now with gender pay gap reporting?

Our last blog on gender pay gap reporting was about the Government’s publication of the draft “The Equality Act 2010 (Gender Pay Gap Information) Regulations 2016”. Consultation on these draft Regulations closed in March and it was expected that the final Regulations would be published over the summer and would come into force on 1 October.

That, however, has not happened, although the Government continues to insist that ‘tackling the gender pay gap is an absolute priority’ and has reinforced this commitment by publishing its consultation on gender pay gap reporting for public sector employers.

Last time I wrote a blog saying that we were waiting for a response from the Government, the draft Regulations for private sector employers were published one week later. Maybe this blog will have the same effect. Meanwhile, I think it’s time to go home.

This post was edited by Helen Webster. For more information, email blogs@gateleyplc.com.

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This blog is intended only as a synopsis of certain recent developments. If any matter referred to in this blog is sought to be relied upon, further advice should be obtained.