Equal a way of guaranteeing that men and

Equal pay, especially within the United
Kingdom, between women and men is an exceedingly debated matter of significance
within the workplace and society of today. Equal
Pay law stipulates a way of guaranteeing that men and women receive similar pay
and terms for doing like work. If, as an employee, you are doubtful you are
being paid equally of someone of the opposite sex who is doing ‘like work’,
work rated as equivalent, or work of equal value then the legislation provides
a remedy which will ensure that you are treated similarly. Within the
Equality Act of 2010 (EA2010), established on the 1st October 2010,
is Chapter 5, section 139A, which relates to ‘Equal Pay audits’. This
regulation allows “provision requiring an employment tribunal to order the
respondent to carry out an equal pay audit in any case where the tribunal finds
that there has been an equal pay breach.” (Government, 2010). A major role in the
commissioning of this Act came from a 1982 judgement by the European Court of
Justice that led the UK to amending the Equal Pay Act in 1983 to incorporate
the concept of equal value into UK Law. An equal pay violation is an
infringement of an equality clause, or a disobeying in relation to pay of
section 39(2), 49(6) or 50(6), so far as toward gender discrimination. To put into plainer terms, the audit
is designed to identify where action should be taken to avoid equal pay
violations occurring or continuing. A common misconception with Equal Pay is
that the claims are about ‘fair pay’, when it is in fact about ensuring men and
women are paid similarly for doing comparable work. However, to this day, after
a 47-year period since the introduction of the Sex Discrimination Act, how is
it that women, who are equally as qualified, talented and capable of producing
like work, earn 14 percent less than men. Shamefully bringing the U.K. to have
the highest rate of which in the E.U.

 

Within the Gender Pay Gap Consultation, forwarded by the Secretary of State for Education and Minister for Women and Equalities, The Rt Hon Nicky Morgan MP, issued on the 14th of July 2015, consults over what the
Gender Gap is as well as delivering cases and regulations that could be
implemented to cut this disrespectful treatment of women regarding equal pay. We
are also given detailed factors of which other European states have taken into
consideration of how to tackle their own pay gaps. For example, in Finland, the
Equality Act asks those who are employing 30 or more people are to produce an
equality plan that must be shared with their employees every other year.

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Including a pay survey, reporting the gender pay gap within job roles and pay
grades within their companies.

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