A guide to the law on equal pay

Next Saturday [10th] is Equal Pay Day, the day when women effectively work for free due to the difference between male and female wages. There has been a lot of discussion in recent years of issues around equal pay and some high profile cases. Notably last week thousands of workers in Glasgow staged a strike to call for women in traditionally ‘female’ jobs such as childcare and elderly care to be paid the same as those working in typically ‘male’ jobs on a similar level. The BBC recently published a report on equal pay after attracting a lot of attention over the difference in female and male salaries, most particularly China correspondent Carrie Gracie. In some cases equal pay has also been confused with the gender pay gap, which is more complex. Here Kate Palmer of Peninsula explains what equal pay is.

gender pay gap


The publication of the BBC’s salary list last year caused many people to question the rights and wrongs of paying high salaries to those who work at the corporation. A debate also sprang up as the list seemingly shows that people of different sexes are being paid different salaries for doing similar roles. This can cause some employees to question the pay arrangements in their own companies to check whether they are being paid less than people around them for the same job.

Employees may suspect that they are being paid less because of their gender. This is unlawful as the Equality Act 2010 prohibits employers from paying men and women different amounts because of their sex. Employees who can prove they are being paid less for doing like work, work rated as equivalent or work of an equal value as the employee of the opposite gender could bring an equal pay claim. Where the different salary is due to an internal policy, for example, a policy that men will be promoted over women, the employee could also bring a sex discrimination claim.

Employers can defend themselves against equal pay claims where they can prove they have an objective, material reason for the difference which is not gender and this is a proportionate means of achieving a legitimate aim. This could be the type of qualifications the employee has, the location the equivalent employee works in or market forces. The financial risk of facing these claims is huge; compensation for an equal pay claim will look to equalise salaries whereas compensation for sex discrimination is unlimited.

Employees may, however, simply feel that they are receiving less pay for doing the same work. Having discussions with the employee about why they are on their particular salary, what they can do to get to the next level and setting realistic targets will help stop complaints turning in to bigger issues. These discussions often take place at annual reviews or appraisal meetings. If the employee raises a concern outside of these meetings, it’s important to hold a discussion then and not wait until the next scheduled appraisal.

Contextual information

The requirement for larger companies to produce gender pay gap reports could see an increase in salary complaints. Although this is not a legal requirement, it is important for employers to make use of the voluntary option to provide additional contextual information. This information can be used to explain any gender pay gap in the business, identify where results have been affected by, for example, a second job or a particular bonus, and set out the steps that the business will take in the future to tackle this. Providing this narrative allows employees, and the public, to understand why any pay gap is present and identify that the business is taking active steps to reduce this. In the short term, this will reduce complaints and help with retention of employees.

From 2014-2016 Peninsula experienced a 83% increase in advice requests regarding gender discrimination, with the on-going gender pay gap discussion being the most prevalent issue for business owners.

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