Deadline for Workplace Gender Equality Agency reporting fast approaching

The Workplace Gender Equality Act

April 24, 2016

The Workplace Gender Equality Act 2012 (Cth) requires all private sector Australian companies with 100 or more staff to report each year to the Workplace Gender Equality Agency (WGEA).

The Workplace Gender Equality Act 2012 (Cth) requires all private sector Australian companies with 100 or more staff to report each year to the Workplace Gender Equality Agency (WGEA).

A company’s report will include the latest information regarding a company’s workplace profile for employees who are based in Australia. Employers have until 31 May 2016 to provide this information to WGEA.

The data collected from the reports will be aggregated and analysed by WGEA in order to produce a set of industry benchmarks. Employers will be able to use this data to compare their own workforce against those of their competitors. The Agency will also offer advice and assistance to employers for the purpose of promoting gender equality in the workplace.

The reporting requirements from 2016 have changed. In particular companies will now be required to provide additional data relating to:

The gender composition of the workforce.
Equal remuneration between women and men.
The availability and utility of employment terms, conditions and practices.
Flexible working arrangements for employees.
Working arrangements supporting employees with family or carers responsibilities.

Employers are able to report online via the WGEA website using its reporting portal. Employers will log into the system and submit all information through the portal.

If an employer fails submit a report WGEA may name a non-compliant employer in a report to the Minister. More importantly, non-compliant employers may not be eligible to tender for contracts under the Commonwealth and some State procurement frameworks and may not be eligible for some Commonwealth grants or other financial assistance.

For companies who are not required to report to WGEA, WGEA can issue a letter that confirms the organisation is not covered by the Workplace Gender Equality Act 2012 (Cth) as it may be required for tender purposes.

Information provided in this blog is not legal advice and should not be relied upon as such. Workplace Law does not accept liability for any loss or damage arising from reliance on the content of this blog, or from links on this website to any external website. Where applicable, liability is limited by a scheme approved under Professional Standards Legislation.

Positive discrimination in the workplace

The balancing act

Across the world, issues of equality and justice have taken centre stage recently. We are experiencing a time of increased awareness about the need to redress past discrimination and prejudice towards many minority groups.

February 5, 2018

Blogs

The Push for Pay Transparency

I Can See Clearly Now

In September 2015, the Fair Work Amendment (Gender Pay Gap) Bill 2015 (the Bill) was introduced in the Senate by the Australian Greens Deputy Leader. The Bill was recently considered by the Senate Education and Employment Legislation Committee who will release a report in mid-November 2016.

November 9, 2016

Blogs

Netball Collective Playing Agreement Takes Centre Court

A “landmark deal” for women’s sport

There has been much attention on the new Netball Australia collective agreement (the Agreement) announced last week. The Agreement, described as a “landmark deal” for women’s sport increases the minimum player salary from $13,250 per year to $27,375 per year.

September 26, 2016

Blogs

Gender Equality

Commission finds no objective or rational connection between an employee’s age and his flexible working request to work from home

The age of flexibility

An employee will only be eligible to request a flexible working arrangement if they are able to demonstrate that there is a sufficient nexus between one of the prescribed circumstances under the Fair Work Act 2009 (Cth) and the request itself.

December 11, 2024

Blogs

Employer’s “tick and flick” training on workplace policies rendered dismissal unfair

Not just the what, but also the why

When relying on a workplace policy as grounds for dismissal, employers must be able to clearly demonstrate that the employee is aware of the policy and has undergone meaningful training on the policy.

December 10, 2024

Blogs

Commission finds employer’s unsubstantiated allegations rendered dismissal unfair

Not mushroom for error

Where there is a factual dispute about allegations made against an employee, employers must ensure that the allegations are properly tested before proceeding to a disciplinary process. This will ensure that the employee has been provided with procedural fairness and any reasons relied on by the employer as grounds for dismissal are valid.

November 19, 2024

Resources: Blogs

The Workplace Gender Equality Act