Editor's message: Carrying out an equal pay audit is an effective way of checking whether or not your organisation is providing equal pay for equal work. It involves undertaking a structured process of identifying pay differences, uncovering the reasons behind them and eliminating differences that cannot be objectively justified.
Employers should not confuse an equal pay audit with the requirement for larger organisations to publish information on their gender pay gap. While an equal pay audit will identify any pay differences between individuals or groups performing the same or similar work, the gender pay gap is concerned with differences in the average earnings of men and women over a standard time period, regardless of their role or seniority.
Sheila Attwood, managing editor, pay and HR practice
Unions representing thousands of claimants in a long-running equal pay claim against Glasgow City Council have welcomed the latest victory in the Court of Session.
Updated to include information on Asda Stores v Brierley and others, in which the EAT held that supermarket employees were able to compare their work with that of depot workers.
Additional information on the law on equal pay for local authority employers, including the Green Book job evaluation scheme and local equal pay audits. To be read in conjunction with the general information on the law on equal pay.
Practical guidance on carrying out an equal pay audit, including job evaluation schemes; identifying pay gaps; and assessing the reasons for pay differences.
Definition from the XpertHR glossary.
Our survey finds that almost one private-sector employer in three is doing an equal pay review and that a majority of public-sector organisations have done so, often taking into account ethnicity, disability and age as well as gender.
Good practice guidance discussing the business case for equal pay, the causes of the gender pay gap, how employers can identify and remedy pay discrimination in their organisation and the steps that employers can take to prevent pay discrimination from arising.
Following the creation of Unison in 1993 and the legacy of five different sets of terms and conditions, the union set about equality-proofing its pay structure for staff, and harmonising terms and conditions. This case study charts the obstacles that were overcome and details the new pay structure.
HR and legal information and guidance relating to equal pay audits.