2.3 Explain The Principles Of Equal Pay Law And Regulation On Pay Gap Reporting.

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The Equality Act 2010 establishes provisions for equal pay between men and women in the same employment, ensuring fairness when they perform:

  •  Like Work
  •  Work Rated as Equivalent
  •  Work of Equal Value

Key points include:

 Scope of Equal Pay:

   Equal pay applies not only to basic salary but also to other employment benefits and conditions such as bonuses, overtime rates, pension rights, and sick pay.

 Enforcement of Equal Pay:

   Employees can bring a claim to the Employment Tribunal to enforce their right to equal pay.

   If the claim is successful, the tribunal can order the payment of salary or benefit arrears and mandate the employer to take steps to prevent future discrimination.

 Gender Pay Gap Reporting:

   Employers are required to publish information about the pay gap between male and female employees, known as “gender pay gap reporting.”

   This reporting reveals whether there is a difference in the average pay between men and women in an organization, expressed as a percentage of men’s earnings.

 Reporting Requirements:

   Employers with 250 or more employees must publish their gender pay gap information annually.

   The required information includes the mean and median gender pay gaps, the proportion of men and women in each pay quartile, and the number of men and women receiving bonuses.

   The first reports were required to be published by 4 April 2018.

2.4 Assess The Management Of Employment Law In Respect Of Specific Groups Of Employees.

In the UK, several key pieces of legislation aim to protect employees from discrimination. These laws include:

 Equality Act 2010:

Prohibits discrimination based on protected characteristics such as race, gender, disability, or age.

 Employment Rights Act 1996:

 Provides a framework for employees’ rights, including protection against unfair dismissal and redundancy.

 Specific Protections for Certain Groups:

Pregnancy and Maternity Leave Regulations:

Protect pregnant women and new mothers from unfair treatment at work.

Working Time Regulations:

Protect employees from being required to work excessive hours.

Employer Responsibilities:

 Employers must be aware of and comply with these laws to avoid discrimination based on protected characteristics.

 Policies and procedures should be implemented to ensure all employees are treated fairly and equally, regardless of their protected characteristics.

Special Considerations:

 Beyond general discrimination laws, specific laws protect certain groups, such as pregnant women and those working excessive hours.

 Employers must ensure compliance with these specific regulations to protect the rights of all employees.

Assignment Task 3: Understand Law In Relation To Establishment, Alteration And Termination Of Employment Contracts.

Published by Lisa