Compliance requirements

Know your reporting compliance requirements & important reporting dates.

• Reporting Compliance
   
• Reporting Dates

Review your report within 28 days of lodging

• If your report was lodged within the lodgement period (or approved extension period), you will have 28 calendar days to review and edit your reporting documents after lodgement.
   
• The reporting documents (Questionnaire, Workforce Management Statistics and Workplace Profile) cannot be edited once the 28-day review period has ended.
   
• If changed are needed, you must log into the Employer Portal to:
  • update your reporting document/s (if you re-enter a section and make any edits to an uploaded file or answer, you will reopen your report)
     
  • resolve any outstanding data anomalies
     
  • obtain CEO approval for the edited report, and 
     
  • re-lodge your report during the review period.

Important: the 28-day review period is only guaranteed to employers that lodge within the 2-month lodgement period (or within an approved extension period).

• Reporting Dates
   
• Lodging your Gender Equality Report

Complete all Notification and Access requirements

Once you have successfully lodged your Report, you must complete the Notification & Access compliance requirements:

• Make public reports accessible to employees and any shareholders or members of the employer.
   
• Inform employee organisations that you have lodged a Report.
   
• Inform employees and employee organisations of the opportunity to comment on the Report.

Public Reports:

• Public Report - Questionnaire: this document displays your responses from the Questionnaire.
   
• Public Report - Employee Data Tables: this document displays the data tables covering composition of your workforce and employee movements from the WPP and WMS (at either the ABN level, or corporate group-wide level).

• Next steps – after lodgement
   
• Notification and Access requirements
   
• Public Reports 
   
• Commenting on a Report

Reports to be given to governing body (if any)

The CEO (or equivalent) of a relevant employer is required to give a copy of the Executive Summary and Industry Benchmark Report to each member of the governing body (if any). 

• Executive Summary
   
• Industry Benchmark Report

Gender Equality Standards requirement

Designated relevant employers must have policies or strategies in place to support each of the six Gender Equality Indicators (GEIs).

A designated relevant employer is any relevant employer that directly employees 500 or more employees in Australia. 

• Gender Equality Standards

Certificate of Compliance

When a relevant employer lodges its Gender Equality Report within the lodgement period (or approved extension period) and meets all reporting compliance requirements, it will be deemed compliant with the Act and therefore eligible to receive a Certificate of Compliance.

• Certificate of Compliance

Gender Pay Gaps Publication

• WGEA uses the data lodged by relevant employers within their Report to calculate gender pay gaps (GPGs).
   
• WGEA then publishes the GPGs on the WGEA Data Explorer and in an Employer Gender Pay Gaps Report.
   
• WGEA will notify reporting contacts via email prior to GPG publication.

• Gender Pay Gaps

Employer Statements

• Relevant employers can provide a link to an Employer Statement to sit alongside their gender pay gap results published on the WGEA Data Explorer.  
   
• This statement allows employers to communicate with key stakeholders about their gender pay gap and the actions they undertake to address it.

• Employer Statements