Changes to Workplace Gender Equality Reporting
23-125 | 1 August 2023
Relevant for Directors, CEOs, Managers
Member clubs are advised that the Federal Government has introduced changes designed to improve gender equality through the Workplace Gender Equality Amendment (Closing the Gender Pay Gap) Bill 2023.
This eCircular summarises the changes to support clubs in understanding their obligations under the Bill.
What are your current obligations?
Since 2012, clubs with 100 or more employees have been required to submit data annually to the Workplace Gender Equality Agency (WGEA) consisting of:
- An online questionnaire related to policies, strategies and actions on gender equality.
- Data on workforce composition, salaries and remuneration.
- Information on employee appointments, promotions, resignations, and parental leave.
The reporting period of the program is 1 April of the previous year to 31 March of the current year that you are completing a submission. Clubs must provide reports between 1 April to 31 May.
What are the changes for employers?
The reforms introduced by the Federal Government are designed to improve transparency and accountability for businesses with 100 or more employees.
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Reform: |
When will it happen? |
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Employers must share their WGEA Executive Summary Report and Industry Benchmark Report with their Board. This includes reports relating to the 2022-23 period. |
From late 2023 |
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Employers must provide additional information on employees including age, primary workplace location, CEO and casual manager remuneration. |
From April 2024 |
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Mandatory reporting on the prevention and response of sexual harassment and harassment on the ground of sex or discrimination. |
From April 2024 |
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Employers with 500 or more staff must have a policy or strategy for each of the six gender equality indicators. |
From April 2024 |
From early 2024, WGEA will publish gender pay gaps of employers with 100 or more workers. Employers will be notified of their organisational gender pay gap before publication. If a discrepancy has been identified, employers can provide a statement that may provide context to their results or outlines a plan of action.
Employers who do not comply may not be eligible for some Commonwealth grants or other financial help and can be publicly disclosed by electronic or other means.
Please complete the employer form if your club has 100 or more employees and is yet to register with WGEA.
The Workplace Gender Equality Legislative Reforms FAQ page provides further information and advice on these changes.
Please note that ClubsNSW anticipates more details will be released in coming months about how clubs can meet their obligations under the legislation. As updates become available, information will be shared with via e-Circular.
If you wish to speak to ClubsNSW about the program, please email enquiries@clubsnsw.com.au or call ClubASSIST on 1300 730 001 and ask to speak with a Policy and Government representative.