The Equality and Human Rights Commission has published a policy proposing how it will enforce the Gender Pay Gap Regulations (GPGR)  (opens in new window). Having read it, do you agree, disagree or neither agree nor disagree with the statements set out below. Please explain your answers in the comments box below. If you disagree, please say how you think we could do things differently. *

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* 1. The policy is clear about the enforcement action that the Commission will take

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* 2. The policy is clear about when enforcement action will be taken

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* 3. The Commission is taking sufficient steps to encourage compliance with the GPGR (see pages 6 to 7 of the policy)

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* 4. Taking enforcement action against non-compliant employers will encourage more employers to comply with the GPGR

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* 5. The Commission will prioritise enforcement action against those who do not publish any information in the first year (see page 7 of the policy). This is a reasonable approach

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* 6. If a staged approach to enforcement is necessary, the Commission will contact tranches of employers randomly selected from each industry (see page 8 of the policy). This is a reasonable approach

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* 7. A non-compliant employer will be given 42 days to comply with the GPGR following receipt of a first letter from the Commission (see page 8 of the policy). This is sufficient time to comply

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* 8. An employer will be given 14 days to make representations on the draft terms of reference in a section 20 investigation (see page 9 of the policy). This is sufficient time to make representations

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* 9. The Commission will provide the final terms of reference within 14 days of receiving the employer’s written representations on the draft terms (see page 9 of the policy). This is a reasonable timeframe

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* 10. The Commission will provide a draft section 20 investigation report within 28 days of receiving evidence requested by the Commission from the employer (see page 9 of the policy). This is a reasonable timeframe

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* 11. An employer will be given 28 days to make representations on a draft investigation report (see page 9 of the policy). This is sufficient time to make representations

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* 12. An employer will be given 14 days to respond to a first offer of a section 23 agreement (see page 10 of the policy). This is sufficient time to respond to a first offer

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* 13. An employer will be given 28 days to respond to a second offer of a section 23 agreement (see page 10 of the policy). This is sufficient time to respond to a second offer

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* 14. The Commission has taken the right approach to escalating enforcement action

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* 15. The policy is flexible enough to take account of the specific circumstances of individual employers

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* 16. Please provide further detail below if you would like to expand on any of your answers:

Please also provide your personal details and the name of your organisation. This information will be confidential to enei and will be used only to contact you if we need to follow up on your response to this survey. It will not be used for any other purposes and will not be made available to the EHRC in our response to the consultation

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* 17. Your name

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* 18. Your email address

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* 19. Your organisation

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