Chase Moulande is a specialist recruitment consultancy operating in the payroll, compensation & benefits sectors. Our in-depth recruitment knowledge of these markets and the relationships we have built, come from over 25 years of successfully recruiting.

We continuously expand and update our database and have access to the most talented and experienced payroll and HR professionals across the UK and beyond. If you’re recruiting for permanent, interim or temporary roles, our experienced consultants will use our extensive network to find you the most suitable candidates.

We’ve helped thousands of payroll professionals progress their careers and helped organisations recruit high quality employees across the UK and overseas.

We pride ourselves on:

  • Our in-depth understanding of the market.
  • The great relationships we have with our candidates.
  • Our unique recruitment management style

Get in touch now to discuss your vacancy requirements:

call   +44 (0)20 3861 1222


email email us at info@chasemoulande.com




Gender Pay Gap

Simon Wright
March 2017

Audit & Compliance Manager, Simon Wright, clarifies new Gender Pay Gap reporting regulations in force from April 2017.

New Gender Pay Gap reporting regulations will be coming into force for all private-sector companies who employ 250 or more people from 5 April 2017. The new regulations (The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017) don’t apply to government departments, any of the armed forces or any other organisation excluded by Schedule 19 of the Equality Act 2010. These organisations will be covered by the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, which are expected to come into force on 31 March 2017.

These new regulations mean that companies must publish a snapshot of salaries and bonuses across six key metrics, and must publish information about their gender pay gap within 12 months of the Regulations coming into force.

When publishing this information, employers have the option to provide an explanatory narrative around the figures they are required to publish. Organisations can explain why any of the figures seem high, and can explain any challenges they have experienced in reducing the gap, such as greater numbers of men receiving higher bonuses as a result of there being more of them at senior level.

Employers can also use the explanatory narrative to suggest how they intend to address any pay gaps in the long term.

An example of this might be where an employer is under-represented by women in engineering roles, and the narrative may suggest that they will run a recruitment campaign for trainee roles that particularly encourages women to apply.

Whilst in the short term this may mean that they have more women employed on starting salaries, in the long term the salaries will rise, and may balance out any initial under-representation. Read full story