Equal Wages Law Uk

by / / Uncategorized

The Equality Act 2010 gives women and men the right to equal pay for equal work, with women and men legally entitled to be paid for equal work, work of equal value and work of equal value at the same rate. Here you will find information on equal pay for equal value, equal pay audits, the Comparability Act, the Equal Pay Act and case law. (a)by one or more members of the Remuneration Board responsible for the appointment who have been or have been appointed as employers` representatives; or persons performing the same work or work of equal value should receive the same salary or wage; But in many cases, they don`t, even though the law says they should. 1. The provisions of this Section have the effect of ensuring that employers treat men and women equally with regard to working conditions, namely: that (subject to the provisions of this Section and Section 6 below) Our guide for small organizations with 50 or fewer employees shows how a three-step equal pay review can be conducted. A woman may be paid more than a man doing similar work because she is better qualified and qualified for the job. If there is a case of equal pay, the employer may need to prove that the woman`s qualifications and skills are essential to the job and that it has struggled to hire and retain people in the work that is now done by the woman. But being paid more should have nothing to do with their gender. This guide is a useful reminder for human resources managers of the most important issues in equal pay law.

Some jobs can be classified as work of equal value, even if the roles seem different. For example, office work and warehouse work can be classified as equivalent work. In 1999, trade unions negotiated an assessment of the uniform status of local government, hoping that this would make it possible to implement the Equal Pay Act without having to bring numerous wage claims before a labour court. The uniform status should determine whether jobs are equivalent and introduce a wage model that would eliminate the need for equal pay rights. Jobs previously classified as manual or administrative/bureaucratic would be grouped under a salary scale and a set of working conditions. In order to achieve and maintain equal pay, a fair, transparent and up-to-date pay system is needed. To do this: In the UK, but not in Northern Ireland, any secrecy clause in an employment contract is voided if you suspect pay inequality on grounds of sex (or on another protected characteristic such as age or race) and ask a colleague (or former colleague) for information on whether – or to what extent – there is a link between pay and existence (or In the absence of a special protected feature. Using equal pay rights usually allows you to claim up to a maximum of six years of lost income (five years in Scotland). 6. Where a woman should or should have been treated in the same way as a man or should be treated in accordance with his equal pay clause and enjoys, has received or has received a salary or other benefit higher than that of her, the onus is on the woman`s employer to prove that the benefit is not due to: whereas its conditions of employment are in some way more favourable than theirs; but is actually due to a substantial difference (apart from the sex difference) between his case and his. Documenting your decisions allows you to measure their impact and show that you have considered equal pay.

TOP