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
Source: https://wgea.gov.au/reporting. Rules Mate is not a law firm. Always verify against the live regulator source before acting.