The pay gap and the private sector

David Reid
22nd Sep 2010
Last month, the Equality and Human Rights Commission (EHRC) published guidance to help small and medium sized businesses examine their pay systems in light of the upcoming equal pay provisions of the Equality Act 2010, which are due to come into force on 1 October 2010.
General employment law changes
Last month, the Equality and Human Rights Commission (EHRC) published guidance to help small and medium sized businesses examine their pay systems in light of the upcoming equal pay provisions of the Equality Act 2010, which are due to come into force on 1 October 2010.

 

The election of a new Government has meant that some of the Act’s headline provisions may become less onerous for employers in terms of addressing the equal pay gap, but this does not mean that the private sector is ‘safe’ from potential claims.

 

Not only do the provisions in the Act make it easier to bring a claim by removing the need for real ‘comparators’ (whereby a woman bringing an equal pay claim has to compare her contractual terms with those of a comparable man), the highly publicised lead-up to its implementation has raised awareness of the gender pay gap among employees throughout both the public and the private sectors, increasing the risk of potential claims.

Share this with