Editor's message: Under the Equality Act 2010, women and men who perform equal work have the right to claim equal pay with each other under their contracts of employment.
Equal work is defined as: like work; work rated as equivalent under a job evaluation scheme; or work of equal value. For example, workers employed by a supermarket chain to stack shelves might say that their work is like the work performed by workers employed to clean the supermarket.
While you do not have to carry out an equal pay audit, doing so is the best way for you to find out if you are paying men and women the same for equal work.
Bar Huberman, acting employment law managing editor
The BBC could face having to spend millions of pounds to boost the salaries of female broadcasters after stars threatened action over a gender pay divide. But this story highlights how difficult it can be to define equal or similar work when trying to ensure gender pay parity.
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.
Cases on appeal provides news on key case law developments that are expected.
Updated to reflect the introduction of the gender pay gap reporting duty for private- and voluntary-sector employers with 250 or more employees, in force from 6 April 2017.
The law on equal pay, including the Equality Act 2010, the right to equal pay, the "sex equality clause", the "maternity equality clause", gender equality, gender pay, the comparator, equal work, like work, work rated as equivalent, work of equal value, indirect discrimination, pay secrecy clauses and the material factor defence.
We round up seven significant employment law decisions expected in 2017, with cases pending on employment status, equal pay, whistleblowing, employment tribunal fees and holiday pay.
In this week's podcast, we predict the key cases for 2017. We explain why employment status in the gig economy will be a big talking point, and flag up a major equal pay case against a private-sector employer.
Gender pay and equal pay are frequently confused. However, there are key differences between the two and employers need to be aware of their obligations in relation to both.
Asda has lost an employment tribunal ruling in a case involving thousands of workers in supermarkets who sought to compare themselves with higher-paid men in distribution centres.
In Asda Stores Ltd v Brierley and others  IRLR 709 CA, the Court of Appeal held that, although employment tribunals have the power to grant an indefinite stay of proceedings, there was no requirement for a tribunal to do so merely because the respondent wanted to have equal pay claims against it heard in the High Court rather than the tribunal.