Local dispute brings issue of equal pay into news again
14th December, 2012
The law in relation to equal pay was first recognised in the Equal Pay Act 1970. Employers are now subject to equal pay compliance as a result of the Equality Act 2010 which was implemented to ensure men and women in the same employment receive equal pay and other contractual terms, for doing equal work. UK employment law implies an equality clause into every contract of employment. During job evaluations and pay reviews it is imperative to risk assess the potential for equal pay issues. The Aaron & Partners Employment Team specialises in advising throughout this process.
It is a defence to an equal pay claim to show that the difference in pay stems from a material factor which is both relevant, significant and does not directly or indirectly discriminate against the worker because of their sex. In the event of a breach of the equality clause, an employee can bring a claim in the Employment Tribunal within six months of the end of the contract of employment (provided the breach of the equality clause continues until the employment is terminated), or alternatively bring a breach of contract claim in the civil courts within six years.
For further information or advice on issues relating to equal pay, please contact Claire Brook via e-mail at [email protected] or by telephone on 01244 405575.
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