Lodge WGEA workplace gender equality report
Private-sector employers with 100+ staff must report annually; pay gaps are now publicly published.
Who must comply
Non-public-sector employers with 100+ employees in Australia.
What triggers it
Reaching the 100-employee threshold.
When due
Annual — by 31 May following the 31 March reporting period end.
Evidence required
Workplace profile, reporting questionnaire, CEO sign-off, employee/employee-representative notification.
Max penalty
Non-compliance results in naming in a public report and ineligibility for Commonwealth contracts
Summary
The Workplace Gender Equality Act 2012 requires non-public-sector employers with 100+ employees to submit an annual report covering the gender equality indicators (workforce composition, governing body, equal remuneration, flexible working, sex-based harassment, etc.). The 2023 amendments mean WGEA publishes employer-level gender pay gaps. The reporting period runs 1 April – 31 March; report due 31 May.
Enforced by
Source legislation
Topics
Related obligations
- CWLTHProvide WGEA employer statement on the gender pay gapEmployers can publish an employer statement alongside WGEA's published pay gap figures.
- CWLTHProvide 10 days paid family + domestic violence leave (FDV)Paid FDV leave for all employees: 10 days per year (full-time + part-time + casual).
- CWLTHAvoid sham contracting (s 357 Fair Work Act)Employer must not misrepresent employment as contractor relationship.
- CWLTHEmployee-like worker minimum standards (Closing Loopholes No. 2 2024)FWC can set minimum standards for 'employee-like' workers (gig economy).
- CWLTHSame job same pay (labour hire reform)Labour hire workers entitled to same minimum pay as direct employees on host site.
- CWLTHCasual employment definition + conversion (Closing Loopholes 2024)New casual employment definition + employee choice pathway from 26 August 2024.
Frequently asked questions
- Who must comply with WGEA workplace gender equality report?
- Non-public-sector employers with 100+ employees in Australia.
- What triggers WGEA workplace gender equality report?
- Reaching the 100-employee threshold.
- When is WGEA workplace gender equality report due?
- Annual — by 31 May following the 31 March reporting period end.
- What is the maximum penalty for WGEA workplace gender equality report?
- Non-compliance results in naming in a public report and ineligibility for Commonwealth contracts
- What evidence is required for WGEA workplace gender equality report?
- Workplace profile, reporting questionnaire, CEO sign-off, employee/employee-representative notification.
Source: https://wgea.gov.au/reporting. Rules Mate is not a law firm. Always verify against the live regulator source before acting.