Workplace Gender Equality Agency

WGEA Reporting Period 2017/2018 Closes Soon

Do you have 100 or more employees?

If so…

You may be required to submit a report to the Workplace Gender Equality Agency (WGEA) by 31 May 2018, as required by the Workplace Gender Equality Act 2012.

You will be required to submit a report if:

  • For six months in the reporting period 1 April 2017 – 31 March 2018, you had 100 or more employees.

Note 1: The threshold can be met in any 6 of the months of the reporting period and does not need to be consecutive months.
Note 2: Count headcount not Full-Time Equivalent (FTE) of all employees, including temporary employees and casuals. Do not count independent contractors!

If you have previously reported to the WGEA and your employee numbers fall below 100 employees, you will need to continue to report until your employee numbers fall below 80 for 6 or more months in the reporting period. Again, this does not need to be consecutive months.

Did you know…? Australia is the only country in the world to be collecting the breadth and depth of data on gender equality that we do. This broad-ranging data paints a detailed picture of the true state-of-play for women and men at work.

Reporting Process

There are six steps to reporting online and the WGEA recommends completing the steps as per the order below (although sections can be worked on simultaneously by saving additional input before exiting a section) –

  1. Confirm organisation reporting details

  2. Complete workplace profile

  3. Complete reporting questionnaire

  4. Complete notification and access requirements

  5. CEO sign-off confirmation

  6. Submit your report

For more information with respect to reporting, please visit the WGEA Reporting Online page.

The WGEA also has a series of online learning modules to help you with your reporting.

If you have 500 or more employees…

…you also need to do the following –

Develop and submit a formal strategy or policy that specifically supports gender equality in one or more of the following areas:

A formal policy or formal strategy is a written policy or strategy that has been approved by human resources and/or management. A formal policy is usually widely communicated and available to, and accessible by, all staff. A formal strategy can also be widely communicated although it usually deals with the allocation and deployment of material and human resources and requires executive decision. A strategy may exist without a policy and vice versa but both may also coexist and support each other.

Free Download: Termination Letter Template

Need to let an employee go? Use our letter of termination template to ensure you are using the correct format. 

termination letter template