Equal Pay.

Time and again we read or hear about equal pay disputes within organisations and private companies, some cases even make it to the tribunal. Most cases are because of misunderstandings with contracts and already existing employees who get pay increments over time, while other cases are basically gender and racially driven. Diversity is a comprehensive-special topic that explains more about the equality of each and every human being within a work place but in this case we are specifically looking at EQP(Equal Pay) at large.

Equal pay, an aspect of sex discrimination law, has been in force for over 40 years, giving to men and women the right to be paid at the same rate for the same, or equivalent, work. You’ll find here information on equal pay for equal value, the gender pay gap, equal pay audits, comparable worth, equal pay law and case law.

Employers must give men and women equal treatment in the terms and conditions of their employment contract if they are employed on:

• 'like work' - work that is the same or broadly similar
• work rated as equivalent under a job evaluation study
• work found to be of equal value

A woman is employed on 'like work' with a man if her work is of the same or a broadly similar nature. It is for the employer to show that there is a genuine reason for any difference in pay, which is not based on the sex of an individual.

Employees are also entitled to know how their pay is made up. For example, if there is a bonus system, everyone should know how to earn bonuses and how they are calculated.

In this section here, we provide more detailed resources to help organisations implement equal pay. We have produced a range of information and guidance to suit different types and sizes of employer.

It is well recognised that equal pay for men and women cannot be achieved through legislation alone. Employers are ultimately responsible for ensuring that their pay systems are free from gender bias. We are committed to working with employers to enable them to deliver fair pay systems in accordance with equal pay legislation.

The principles and techniques for an equal pay audit are equally applicable to carrying out an equality impact assessment on proposals to change pay policies, especially new grading and pay structures.

For part-time female workers the difference in pay is even greater.

The law also says that not just salary, but also the terms of employment should be on an equal basis.

Your right to receive equal pay can include the following:

•  Basic salary
• Sick pay
• Holiday pay
• Performance related pay
• Bonuses
• Overtime
• Shift payments
• Share options

Around the UK, equal pay cases are being fought and won as workers claim back pay owed to them as well as increased pay rates under the Equal Pay Act.  Under Equal Pay law you are now entitled to up to six years of back pay if you are found to have been underpaid by your employer.

The law aims to make women aware of their right to equal pay with men for doing work of the same value, and to offer advice and information to women who believe they are being underpaid.

The beginning of the 21st century has realised a lot of evolving in terms of acceptance of races to a greater extend that before and the empowering of women respectively. We at Humba-HR-Consultants we can confidently say the world is changing for the better unequivocally especially from the previous century. Each and every country has its own way of dealing with equal pay but most democratic countries have implemented measures that protect the vulnerable. To the extend that they have put in place proper, clear channels to follow in the even of such a situation arising. So you will find that the rules will vary from continent to continent and country to country.