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United Kingdom. First one of those annoying lawyerly clarifications, while the Equal Pay Act received Royal Assent in 1970, it did not in fact come into force until December 1975. Equal pay has, therefore, only been provided for under domestic legislation for 45 years, rather than 50.
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- History of The Equal Pay Act 1970
- Development of The Law
- How The Law Works Today
- Has Equal Pay Legislation Been Effective?
- Why Are Women More Likely to Be Paid Less Than Men?
- Calls For Reform
The struggle for equal pay began long before 1970. One of the first major disputes was the Match Girl’s Strike in 1888 where over 200 girls and women went on strike to protest the exploitative working conditions at the Bryant & May match factory. That same year, the TUC passed a resolutioncalling for women to be paid at the same rate as men for the...
The EqPA provided a contract-based solution to the issue of unequal pay. All employment contracts would be taken to include an ‘equality clause’. Where any part of a woman’s contract was less favourable than the contract of a male comparator who did the same work or work rated as equal, the clause would automatically modify her contract to bring it...
The rules in the EqA are similar to the EqPA and are based on a ‘sex equality clause’. Claimants need to identify a real comparator of the opposite sex in the same employment whose contract is more favourable than theirs. The rules on comparators are complex, especially when comparing across establishments. Later this year, the Supreme Court is set...
The general view among stakeholders is that equal pay law has not been effective in fully addressing equal pay issues or in closing the gender pay gap. This month, the Guardian reported figures from law firm DLA Piper which show that employment tribunals in England and Wales still receive an average of 29,000 equal pay claims each year. Importantly...
In 2016, the Women and Equalities Committee published a report outlining some of the main causes of the gender pay gap: 1. The part-time pay penalty Women are more likely to work part time, and part-time workers are paid less. In 2019, 5.4 million women worked part time compared to 1.6 million men. Gross median hourly payfor part time workers was £...
A joint report by the TUC, the Fawcett Society, Unison and the Equality and Human Rights Commission in 2010 called for a “root and branch” reform of the equal pay law. It criticised how the law largely requires individual women to bring claims rather than allowing collective action. It also called for greater obligations on employers, such as manda...
- Brigid Francis-Devine, Daniel Ferguson
- 2020
6.3 Equal Pay - The University and College are committed to ensuring there is no pay discrimination within its pay structures. The University and RWCMD completed their latest Equal Pay Audit in May 2020.
Equal pay law is covered by the Equality Act 2010 and the Equality and Human Rights Commission (EHRC) Statutory Code of Practice on equal pay. Who has a right to equal pay. Equal pay applies to: employees; workers; apprentices; agency workers; full-time, part-time or temporary contracts; self-employed people who are hired to personally do the work
May 20, 2020 · The Act finally came into force on 29 December 1975. Although the principle of equal pay was now established, the Act was more limited than Castle initially hoped, and inequalities remained. The Equal Pay Act was later incorporated into the Equality Act 2010. Equal pay remains an issue for many women today.
May 7, 2020 · It came into force in 1975, giving employers five years to equalise pay between men and women undertaking similar or equivalent work. During this five-year period, the average full-time wage for women in the UK in comparison to men increased by 5%, from 72% to 77%. This was the largest increase seen over such a short period of time in the UK.
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Mar 21, 2024 · The Equal Pay Act did not take effect until 1975, as it set out a transitional timetable during which employers’ representatives and trade unions were required to review all wage-setting practices to ensure that they conformed to equal pay according to the definition set out in the Act.
