As part of the gender pay gap series from FTI Consulting, this article focuses on the impact of gender pay gap reporting as you design and communicate your equity-based Long Term Incentive Plan (LTIP) – be it an existing or proposed new plan(s).

As of 4 April 2018, the Equality Act (Gender Pay Gap Information) Regulations 2017 legally requires all organisations with over 250 employees to publish their annual gender pay gap, with the final aim of providing organisations with a benchmark for their industry. This includes the difference between mean and median pay of men and women, the differences in the bonuses they receive and the proportion of each gender receiving a bonus.

For further information please contact Linda Bertolissio or Riina Rintanen.