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.

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The Workplace Gender Equality Act