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Equal Pay in the Workplace:
A Comprehensive Guide

Hardeep Kular

At HKKLAW, we are dedicated to ensuring fairness and compliance in the workplace. We offer expert legal advice and representation legal advice and support to both employers and employees to ensure compliance with the Equality Act 2010 and the principle of equal pay for equal work.

Our aim is to provide clear, practical guidance to address and resolve pay disparities, safeguarding the rights of employees and assisting employers in maintaining lawful and equitable employment practices. We aim to empower employees with the knowledge and support needed to address and resolve pay disparities, while assisting employers in establishing practices that ensure pay equity and comply with the Equality Act 2010.

Whether you are an employee seeking to understand your rights to equal pay for equal work and to challenge unequal pay or an employer aiming to ensure your pay practices are fair and transparent, HKKLAW is committed to offering clear and practical guidance to ensure a fair and equitable workplace for all.

Equal pay for equal work is a fundamental principle protected under the Equality Act 2010. designed to ensure fairness and prevent discrimination in the workplace regarding pay and conditions of employment. This note provides an overview of the legal framework governing equal pay, the obligations of employers, and the rights of employees.

Legal Framework

The Equality Act 2010 is the cornerstone legislation that governs equal pay in the UK. It stipulates that men and women should receive equal pay for equal work, which includes work that is the same or broadly similar, work rated as equivalent under a job evaluation study, or work of equal value in terms of effort, skill, and decision-making.

Identifying Equal Work:

  • Like Work: Jobs that are broadly similar, where any differences in work are not of practical importance.
  • Work Rated as Equivalent: Different jobs that have been given an equal value in terms of effort skill, and decision-making, as determined by a job evaluation study.
  • Work of Equal Value: Work that is not similar nor rated as equivalent but is of equal value in terms of the demands made, such as effort, skill and decision-making.

Employer’s Responsibilities:

Employers are required to give men and women equal treatment in the terms and conditions of their employment if they are doing equal work. This obligation covers all aspects of pay, including basic salary, overtime rates, performance-related benefits, bonuses, holiday pay, and pension contributions.

Employers are obliged to ensure their pay practices are free from gender bias and comply with equal pay legislation. This includes:

  • Conducting regular pay audits to identify and rectify any gender pay gap disparities.
  • Implementing transparent pay structures and criteria for pay progression.
  • Responding constructively to concerns and queries regarding equal pay.

Employee Rights:

Employees who believe they are not receiving equal pay can take several steps:

  1. Informal Discussion: Initially, raising the issue informally with the employer may resolve the matter.
  2. Written Request: If unresolved, the next step is a written request to the employer for information relating to payand explaining the reasons for any disparities.
  3. Formal Grievance: Filing a formal grievance through the employer’s grievance procedure.
  4. Employment Tribunal: As a last resort, bringing a claim to an employment tribunal.The employee will need to show evidence of the pay disparity and the work being equal in nature. Claims must be made within six months of the end of the employment.

Addressing Pay Disparities:

To address pay disparities, employers may need to increase the pay of the lower-paid employee. It is illegal to reduce the pay of the higher-paid employee to achieve equality. Employers found in breach of equal pay laws may be required to pay arrears of pay going back up to six years.

Conclusion:

Ensuring equal pay is not only a legal requirement but also a critical component of fostering a fair, inclusive, and productive workplace. It reflects an organisation’s commitment to gender equality and respect for all employees. Both employers and employees play a vital role in ensuring that the workplace is free from pay discrimination. Employers must be proactive in identifying and addressing pay disparities, while employees should be aware of their rights and the mechanisms available to address any concerns.