If this identifies any issues that are causing, or could cause, unequal pay between women and men for equal work within your organisation, and which cannot be justified, you need to take action to ensure you comply with your legal obligations under the Equality Act 2010 (the Act) – and to reduce the risk of an equal pay claim against you.
These pages will help you identify appropriate action needed to address equal pay issues in your organisation. They include advice on ensuring your pay systems are fair and transparent, developing an action plan to implement equal pay and maintaining good practice after an equal pay audit or review. They also explain the knowledge required and the policies and systems involved in implementing equal pay.
What does equality law say about terms and conditions of employment?
How do I develop an equal pay policy?
How to produce a document that commits your organisation to equal pay through an explicit equal pay policy that includes clear definitions, objectives and actions.
How do I evaluate different jobs?
Advice on how to objectively evaluate different jobs as the basis for a fair and transparent pay and grading system, including the four key characteristics of analytical job evaluation.
How fair is my pay system?
How do I review and monitor equal pay?
Achieving equal pay is not a one-off exercise. You need to keep all elements of your pay system under constant review, even after you’ve carried out an equal pay audit or review and ensured it’s free from sex bias.
While every effort has been made to ensure that this advice is accurate and up to date, it does not guarantee that you could successfully defend an equal pay claim. Only the courts or tribunals can give authoritative interpretations of the law.
Last updated: 19 Feb 2019