Hourly Rates Calculations
The following calculations are based on the hourly rate of pay established at the snapshot date.
- The mean gender pay gap.
- The median gender pay gap.
- The proportion of males and females in each quartile band.
Note:
The relevant payroll period for this data is the pay period into which the snapshot date falls.
Annual Bonus Calculations
The following calculations are all based on any bonus received by employees in the 12 months up to the snapshot date.
- The mean bonus gender pay gap.
- The median bonus gender pay gap.
- The proportion of males and females receiving a bonus payment.
How is hourly rate of pay established?
Cintra iQ establishes the Hourly Rate of Pay by taking the weekly ordinary pay and the weekly bonus pay received in the snapshot period, and dividing this by the normal weekly hours worked by the employee.
Weekly Ordinary Pay + Weekly Bonus Pay / Weekly Hours
What should be in Ordinary pay?
Ordinary pay includes any monetary payment such as the following:
- basic pay
- allowances (such as payments for extra responsibilities, location-related payments, car allowances, recruitment or retention incentives)
- pay for piecework
- pay for leave
- shift premium pay
Using Gross Figures
You must use gross figures in the following circumstances:
- before tax and any deductions for employee pension contributions.
- after any deductions for salary sacrifice
Exclusions
Ordinary pay excludes the following:
- overtime pay
- redundancy pay
- pay related to termination of employment
- any repayments of authorised expenses
- benefits in kind
- interest-free loans
What should be in Bonus pay?
Bonus pay includes any rewards related to the following:
- profit-sharing
- productivity
- performance
- incentive
- commission
The rewards can be made in the following:
- cash
- vouchers
- securities
- securities options
- interests in securities
