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Equal pay for equal work?

Wednesday 11 December, 2019

Before the Equal Pay Act came in in 1972, it was legal to have separate pay rates for men and women or to exclude women from types of work. Now it’s classed as discrimination.

Pay, conditions, experiences in the workplace should not be affected by gender. Neither should opportunities for advancement. Much like how a prospective employer cannot ask if a person plans to have children during an interview, they cannot make promotion decisions based on this possibility either.

How can pay be worked out then?

Remuneration should be based on skills, knowledge, responsibility, effort and working conditions. Market factors, productivity and performance can also come into play. What can’t be factored in however, is gender.

What should I do if I believe I’m being paid differently because of my gender?

Raise it with your employer. They need to take this seriously. While it could be an oversight, there is no genuine reason for the pay difference, they need to put this right. If they don’t believe they are discriminating then they really need to be able to back this up with evidence. If they can’t and they won’t remedy it, you may have a case for a personal grievance based on being disadvantaged because of your gender.


This article does not purport to be legal advice. Get a second opinion, and if there are any uncertainties call us directly. We assume no liability for reliance on this post.