The Equality Bill was introduced on 24 April 2009, but what does this mean for employers and employees alike?

One of the areas covered by the Bill is that of Equal Pay. Currently the gender pay gap stands at around 17.1% for full time roles.

From 2013, employers with more than 250 staff will be required under the new Bill to carry out “pay audits”, publicising details of their employees pay. This compulsory measure is hoped to encourage firms to produce this information voluntarily before the implementation date, with a caveat of compulsory measures to catch those who are not prepared to come willingly.

Additional measures taken by the Bill to irradiate the gender pay gap include the removal of secrecy clauses in employment contracts, which will result in employees being able to compare their pay/benefits, should they wish to do so without it being unlawful.

The disclosure is designed to provide transparency in order to “see” how inequality can be tackled.

In 2007, 44,000 equal pay claims were brought, almost double that of those brought in 2006 and in the past four years, the Tribunals have seen the level of claims increase by some 500%. It is important, therefore, that employers manage the risk of such claims by using the time now to carry out a pay audit and assess if there are any areas of exposure that need to be addressed so far as equal pay is concerned

To discuss how Berg Legal can assist you with these issues, please contact Alison Loveday at Alisonl@berg.co.uk. Alternatively you can call Alison on 0161 833 9211.