In the UK, employers must give both men and women equal treatment in their employment terms and conditions if they do:
- ‘like work’ – work that is the same or mostly similar
- ‘equivalent work’ – work seen as equivalent under a job evaluation exercise
- ”work of equal value’ – work deemed to be of equal value in terms of effort, skill or decision making.
Employees are able to compare the terms within their employment contract with the same terms in a colleague’s contract, if, their colleague is an employee of the opposite sex and doing work of equal value. However, an employer is able to defend a claim if they show the reason for the difference in pay is not based on the sex of the employee.
Ebook: Getting Started with Equal Pay Audits
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Equal Pay is not the gender pay gap
The gender pay gap is different from equal pay as it is concerned with the differences in the average pay between men and women over a period of time no matter what their role is.
Equal pay deals with the pay differences between men and women who carry out the same or similar jobs. For information on the gender pay gap and the UK regulations on calculating it, check out our page on the gender pay gap regulations.
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