This page contains a detailed overview of the changes to WGEA's reporting templates for employers submitting a report in 2024.
What has changed in WGEA’s reporting requirements?
Some changes have been made to WGEA’s reporting requirements for 2024.
- New reporting templates will be released in early 2024
Note: The Federal Parliament recently passed a package of legislative reforms to the Workplace Gender Equality Act 2012. As a result of these reforms, some of the items noted as voluntary in the workplace profile and reporting questionnaire will become mandatory for 2024 Gender Equality Reports. For further details on how the changes will affect reporting, please refer to our webpage - WGEA reforms: A roadmap to closing the gender pay gap | WGEA
New mandatory requirements
Year of birth
You will be required to report on the year of birth for each employee who is included in the Workplace Profile.
Primary workplace location (postcode)
You will be required to provide the postcode of an employee’s primary workplace location.
- If an employee attends multiple different locations for work, you should provide the postcode of the work location where they worked the majority of the time.
If an employee works remotely (e.g. from home) for the majority of their time, WGEA’s preference is that you provide the postcode of the primary workplace location (in this case the employee’s home address). However, you may choose to enter the postcode of the employee’s home address or the office they report into.
If you have stores at multiple locations, you should report the postcode of the employing business i.e. the store they work at.
Remuneration of the CEO, Heads of Business, and casually employed managers
You will need to report the remuneration of the Chief Executive Officer (CEO) or equivalent, Heads of Business (HOB), and any casually employed managers.
- For the unit level Workplace Profile template, you must now provide an annualised/FTE base salary and total remuneration amount for these employees.
- For the STP Workplace Profile template, you must now provide remuneration data in their component parts, as well as provide an ordinary hours figure and start date for these employees.
You do not need to report on the remuneration of overseas managers (OSM) who are more senior than the CEO or equivalent, and who report offshore.
As with all remuneration data collected by WGEA, pay information of individuals is confidential and not published by WGEA.
Workforce Management Statistics
There is no change to the mandatory data requirements in the Workforce Management Statistics template for 2024.
Changes for clarity
The Questionnaire has been reviewed and streamlined for reporting in 2024.
- Questions relating to formal policies and/or strategies in the Questionnaire have been reframed in the language of the Gender Equality Indicators, where applicable.
- This is to make more clear the requirement for employers with 500 or more employees to have a policy and/or strategy for each of the six Gender Equality Indicators.
New mandatory questions
Term limits for the governing body
You will be asked whether your organisation sets term limits for the Chair and/or Members of the governing body.
- If your organisation does set term limits, you will also be asked to provide the maximum length of the term limit in years.
Targets to address gender equality
You will be asked if you set certain targets on gender equality.
- A list of targets will be provided and you can select all that apply.
- You will not be asked to provide details about the exact metrics set against a target.
Sexual harassment, harassment on the ground of sex or discrimination
Reporting requirements on prevention, accountability for, and response to sexual harassment, harassment on the ground of sex or discrimination in the workplace have expanded. These reforms seek to align with good practice from Respect@Work to prevent and respond to sexual harassment, sex-based harassment and discrimination.
- For more information, refer to the Good Practice Indicators Framework for Preventing and Responding to Workplace Sexual Harassment | Respect@Work (respectatwork.gov.au)
You will be required to report on the following additional areas in relation to sexual harassment, harassment on the ground of sex or discrimination on a mandatory basis in 2024:
- Whether you have a policy or strategy and what is included in your formal policy/strategy on sexual harassment, harassment on the ground of sex or discrimination. A list of options will be provided and you can select all that apply;
- Whether your formal policy/strategy was reviewed and approved by the governing body and/or CEO or equivalent during the reporting period;
- Whether training on sexual harassment, harassment on the ground of sex or discrimination is provided to the governing body, managers, and non-managers, how frequently, and what is covered. A list of options will be provided and you can select all that apply;
- Whether the governing body and CEO or equivalent communicate their expectations on safety, respectful and inclusive workplace conduct, and if so, when this occurs;
- Information about what, if anything, is included in your workplace health and safety risk management process as it relates to workplace sexual harassment. A list of options will be provided and you can select all that apply;
- What actions or responses, if any, have been put in place as part of your workplace sexual harassment risk management process. A list of options will be provided and you can select all that apply;
- Supports, if any, provided to employees involved in and affected by sexual harassment. A list of options will be provided and you can select all that apply;
- Options, if any, available to employees who wish to disclose or raise concerns about incidents relating to sexual harassment or similar misconduct. A list of options will be provided and you can select all that apply;
- Whether your organisation collects data on sexual harassment, and if so, the type of data that is collected. A list of options will be provided and you can select all that apply. You will not be asked for metrics resulting from this data collection;
- Whether your organisation provides reports to the governing body and management on issues of sexual harassment, and if so, how frequently and topics included in the reports. A list of options will be provided and you can select all that apply.
Employees with access to employer-funded parental leave
Previously, you were asked to report on the proportion of the workforce who had access to employer-funded paid parental leave.
- For 2024 reporting, you will be asked which employees have access to employer-funded paid parental leave by employment type.
- The options provided will be permanent, contract/fixed term, casual, and other. You can select all that apply.
If you impose an eligibility period prior to accessing employer-funded paid parental leave for certain employees, you should still select those employee types when answering this question.
New voluntary questions
Paid family and domestic violence leave
You will be asked questions about employees taking paid family and domestic violence leave. These questions are voluntary to answer. You will be first asked whether any of your employees took paid family and domestic violence leave during the reporting period. If the answer is yes, you will also be asked:
- how many employees took paid family and domestic violence leave;
- how many days of paid family and domestic violence leave were taken by employees in aggregate;
- and how many employees took the maximum leave entitlement.
This information is sought to inform Government about utilisation of family and domestic violence leave in the context of the new entitlement to 10-days paid family and domestic violence leave as a National Employment Standard under the Fair Work Act 2009.
- Deidentified data will be shared for this purpose and may also be released together with WGEA’s public data release at aggregate level (meaning across the whole WGEA dataset and not at the organisational level).
For more information on upcoming changes, visit Get future ready: A guide to understanding changes to WGEA’s legislation or view the New Reporting Requirements webinar recording.