Preventing issues
By law, men and women must get equal pay for doing 'equal work'. This is work that equal pay law classes as the same, similar, equivalent or of equal value.
Employers can prevent many equal pay issues by being clear and open with staff about pay and contractual terms and conditions.
To reduce the risk of unequal pay, it's good practice to:
- have an equal pay policy
- have up to date job descriptions that accurately describe the work that staff do
- make sure that men and women who do the same work do not have different job titles
- be consistent when deciding people's pay and contractual terms and conditions, for example have one pay structure for the business and limit who can decide on salaries for new staff
Find out more about:
- equal pay and the law
- risky practices for equal pay on the Equality and Human Rights Commission (EHRC) website
Having an equal pay policy
An equal pay policy can help you be clear and open with staff about your policy on pay and other terms and conditions.
An equal pay policy should say how you:
- will try to achieve equal pay
- will check whether the policy is working
- will deal with any complaints about equal pay
- are committed to resolving any unequal pay issues in your workplace
The policy should be clear and easy for staff to understand. If the workplace has a trade union or employee representatives, you should agree the policy with them.
Find out about equal pay policies on the EHRC website
Checking for equal pay issues
You can check for equal pay issues in different ways, depending on how many staff you have.
If you have 50 or more staff
You can check for issues by doing an 'equal pay audit' if you have 50 or more staff.
You can audit the whole workplace, or just one department to start with if it's the first one you've done. You should share the results with staff included in the audit.
To do an equal pay audit, you'll need to:
- check if there are people doing 'equal work' (work that equal pay law classes as the same, similar, equivalent or of equal value)
- carry out job evaluations, where needed, to measure the value of different jobs and identify any that count as 'equal work' – find out about job evaluations from EHRC
- gather details on pay and contractual terms and conditions for people doing 'equal work' to see if there are any differences between men and women
- if there are differences, check if these could be linked to sex – this can be a complex area so it’s a good idea to get legal advice
- decide on an action plan – for example, resolving any cases of unequal pay as soon as possible
If the workplace has a trade union or employee representatives, you should consult them when:
- carrying out an equal pay audit
- deciding how to resolve any cases of unequal pay
Find out how to do an equal pay audit on the EHRC website
If you have fewer than 50 staff
You can check for equal pay issues by doing an 'equal pay review' if you have fewer than 50 staff. An 'equal pay review' has fewer steps than an 'equal pay audit'.
To do an equal pay review, you'll need to:
- check if there are people doing 'equal work'
- gather details on pay and contractual terms and conditions for people doing 'equal work' to see if there are any differences between men and women
- decide on an action plan - for example, resolving any cases of unequal pay as soon as possible
You should share the results with staff included in the review.
Find out how to do an equal pay review on the EHRC website
If an employee or worker asks questions about equal pay and terms and conditions
If an employee or worker believes they've been discriminated against by not getting equal pay, they might send you an email or letter describing what happened and asking you some questions. You should try to answer these questions as it might help to resolve the problem and avoid possible legal action.
Find out more about answering questions about equal pay and terms and conditions
Risk of legal action against you
If someone feels they are not getting equal pay, they might be able to make a claim to an employment tribunal for equal pay.
They might also be able to make a claim for sex discrimination. They would need to show they would have received better pay if they were of a different sex.
To make an equal pay claim, they must compare their pay and contractual terms and conditions against someone else. This person is called a 'comparator'. The comparator must be someone who is both:
- the opposite sex
- doing equal work for the same or an 'associated' employer
Employers are 'associated' if any of the following apply:
- one of them has control over the other
- both are controlled by another organisation – for example a parent company
- a single organisation is able to set the terms and conditions for both
More than one comparator can be used. A comparator can be someone who is a current or former employee.
An employment tribunal judge will consider factors including:
- whether the person making the claim is doing equal work, compared to a comparator
- any differences in pay and contractual terms and conditions between the person making the claim and their comparators
- if you followed the EHRC Statutory Code of Practice on equal pay, for example if you've checked for equal pay issues
If you lose an equal pay claim, you can be forced to carry out an equal pay audit and publish the results.
This does not apply to organisations that:
- have fewer than 10 staff
- were less than 1 year old when the equal pay complaint was made
Get more advice and support
If you need help with an equal pay issue you can:
You can also book Acas training on equality, diversity and inclusion.