By Andrew Knorpel on 16 July 2015
Please may I have your attention. This is an equal pay announcement.
We’re pleased to announce that the next train to gender equality is now approaching on all platforms with the implementation of section 78 of the Equality Act 2010 to a more equal and productive society. This train, which had been delayed by approximately five years, will soon be ready to depart. We’re not sure if the Government is sorry for the delay to this service, but it was one of their manifesto commitments.
As part of the consultation exercise launched this week, views are being sought on how much gender pay information employers with more than 250 employees should be required to publish and how often this should occur. The level of detail and the context in which it is to be provided are also issues to be resolved.
What we do know is that monitoring will soon be in operation at employers of at least 250 employees for the purpose of closing the gender pay gap. And for this purpose, “employees” will include workers and other staff engaged under a contract personally to do work.
In light of the proposed legislation which is likely to be brought into force in 2016, please do not leave your gender pay gaps unattended. Ongoing discrimination left at unjustified locations should be clamped down on and gender pay gaps left unattended may cause a variety of staff issues. In serious cases, reputations may end up being removed without warning or otherwise destroyed by employment tribunal claims.
In the meantime, please take extra care whilst setting salaries. Surfaces may be slippery. As monitoring checks of disclosed information will soon be in operation at larger employers, please have your average salary information ready for inspection.
In conclusion, please ensure you have made all attempts to close the gender pay gap. You will be expected to produce your gender pay gap information when asked to do so.
Please listen for further announcements.