The right to equal pay between women and men for equal work was first protected by law in the Equal Pay Act 1970, and is now protected in the Equality Act 2010 (the Act). This legislation aims to create a fairer Britain, where all members of society are protected against discrimination at work and in their daily lives.
Under the Act, employers are responsible for providing equal pay to women and men for equal work. This means employers need to be confident that their pay systems put this obligation into practice and that they have minimised risks of an employee making an equal pay claim.
Read more about the value and benefits of achieving equal pay in your organisation in the following pages.
The importance of equal pay
It’s important to provide equal pay in order to comply with the law by identifying, explaining and eliminating unjustifiable pay gaps, and to and to contribute to a fairer society in which everyone has equal opportunities.
The business case for equal pay
The equal pay provisions of the Equality Act
These pages focus on equal pay between women and men because the equal pay provisions of the Equality Act 2010 relate specifically to sex discrimination in pay. However, pay systems may also be challenged under the Equality Act 2010 if they discriminate because of race, age or other protected characteristics.
If you are involved in an employment dispute or are seeking information on employment rights and rules, you can contact the Advisory, Conciliation and Arbitration Service (Acas):
Freephone: 0300 123 1100 (8am-8pm Monday to Friday and 9am-1pm Saturday)
Text Relay service: 18001 0300 123 1100.
Last updated: 16 Aug 2016