For over 30 years there has been the right to equal pay, but there still appears to be an equality problem in employment today. The pay gap between men and women working in full time employment is around 15% which rises to 27% for females aged over 40 years old. The Equality Act covers circumstances of discrimination in employees’ terms of employment contract, and is really only applicable where there is a comparator of the opposite sex. Pay consists of fundamental pay, overtime rates, commission, non-discretionary bonuses, sick pay, redundancy pay, hours of function and paid holiday, access to and advantages under pension schemes, and fringe rewards.
An equal treatment should be given when females are employed to do the identical work as men, on work rated as equivalent under a hob evaluation scheme and when they are employed on function of equal value to that carried out by men. There is an implied equality term in every single employment contract that gives men and females an equal pay treatment. It applies to all employees and workers, full time or part time, permanent or casual and it does not depend on how long the employee has been working at the company.
The function has to be the exact same or broadly similar to that of the opposite sex, and any difference between the points that he or she does, and things that he or she does not do which is quite essential. When looking at an equal pay dispute, an employment tribunal will look at the abilities, qualifications and expertise required for the work that is meant to be completed, as nicely as the degree of responsibility involved in undertaking this work. The tribunal will also tend to look at any differences between that the claimant and the defendant do, and whether or not these comparisons and differences are crucial in relation to the terms and conditions of employment.
The folks that you will be compared with to claim for equal pay are referred to as comparators. These are the people whom you claim to being paid a lot more than you. Those employees will be in the very same workplace, not is not important, so long as the employer works under comparable terms and conditions. Where the claimant and the defendant are employed in distinct workplaces and there are no typical work terms, then there cannot be the same employment unless there is a possibility of the comparator being employed at his or her company in the exact same or comparable job and the terms of employment is similar to those under which employees of that class are employed at that company.