In step 2 of your equal pay review, you need to compare the pay of men and women doing equal work to identify any discrepancies that cannot be justified.
You may find the tool below helpful when comparing pay:
|Are the basic hourly earnings the same for men and women doing this job?||Yes||No|
|Are the total hourly earnings the same for men and women doing this job?||Yes||No|
|Do men and women doing this job get the same type of benefits?||Yes||No|
|Are the amounts of the benefits the same for men and women in this job?||Yes||No|
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The answer to every question should be ‘yes’. If not, you need to find out what is causing those pay differences.
For example, you might find that people’s starting salaries are not always the same, that part-time workers are paid less per hour than full-time workers, or that some employees are paid more in bonuses than others.
Some of the common causes of differences in pay between men and women doing equal work include:
- differences in starting pay or in pay increases since joining the firm
- different lengths of service in the job leading to either higher or lower pay
- differences in overtime and shift pay, with some jobs attracting higher rates
- some jobs are being paid commission but others are not, and
- some jobs are receiving bonuses but others are not.
Once you’ve done this, you should have a clearer picture of the situation within your organisation regarding the pay of men and women doing equal work.
The next step is to take action to understand the reasons for differences between the pay of men and women doing equal work and identify any action that needs to be taken to address inequalities that have been revealed.
You can find more information on doing this in the next step of your equal pay review.
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