Provide WGEA employer statement on the gender pay gap
Employers can publish an employer statement alongside WGEA's published pay gap figures.
Who must comply
Non-public-sector employers with 100+ employees.
What triggers it
WGEA published pay gap cycle.
When due
Annual — alongside or shortly after WGEA publication.
Evidence required
Employer statement lodged via WGEA Portal.
Max penalty
Not lodging is not penalised, but absence is conspicuous in public published data
Summary
Since the 2023 WGEA Act amendments, employer-level gender pay gaps are publicly published. Employers may also lodge an employer statement (up to ~500 words) providing context, methodology and remediation actions. Optional but strongly recommended for reputation management.
Enforced by
Source legislation
Topics
Related obligations
Frequently asked questions
- Who must comply with WGEA employer statement on the gender pay gap?
- Non-public-sector employers with 100+ employees.
- What triggers WGEA employer statement on the gender pay gap?
- WGEA published pay gap cycle.
- When is WGEA employer statement on the gender pay gap due?
- Annual — alongside or shortly after WGEA publication.
- What is the maximum penalty for WGEA employer statement on the gender pay gap?
- Not lodging is not penalised, but absence is conspicuous in public published data
- What evidence is required for WGEA employer statement on the gender pay gap?
- Employer statement lodged via WGEA Portal.
Source: https://wgea.gov.au/pay-gap. Rules Mate is not a law firm. Always verify against the live regulator source before acting.