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, employment law editor
Cases on appeal provides news on key case law developments that are expected.
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.
Updated to include information on the revised draft Regulations requiring relevant employers to publish gender pay gap information.
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.
So much has been written about why women earn less than men and miss out on key promotions. But, as we prepare for gender pay gap reporting, are we ignoring the real reasons for gender inequality at work, asks Catalyst Europe's Allyson Zimmermann?
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.
Updated to include information on a Government consultation on mandatory gender pay gap reporting for public-sector employers.
The Court of Appeal has ruled that the employment tribunal has no power to stay proceedings indefinitely for the purpose of compelling the claimants to bring a new action in the High Court.