Editor's message: Equal pay is not about the fairness of pay, but about men and women receiving equal pay when they are doing equal work. Equal pay is different from the gender pay gap, which measures the differences between the average pay of male and female employees, irrespective of job role or seniority.
The Equality Act 2010 aims to achieve the objective of equal pay by implying an equality clause into all contracts of employment. This gives each employee a contractual right to receive equal pay with a comparator of the opposite sex who is doing equal work.
“Pay” is not limited to salary and covers other contractual terms and conditions. This means that, even if you pay your male and female employees the same for the same work, their pay will not be equal if other benefits that you provide under their contract of employment are different for men and women.
Employers can minimise the risk of an equal pay claim if they have transparent and structured pay and benefit policies that are reviewed regularly to check for any pay disparities between men and women.
Fiona Cuming, employment law editor
Women should have the right to know if they're being paid less than their male colleagues, according to research by campaign group the Fawcett Society.
Updated to include information on McNeil and others v Revenue and Customs Commissioners, in which the Court of Appeal considered the correct approach to "particular disadvantage" in an equal pay indirect discrimination claim.
The BBC is once again in the spotlight after it offered a more experienced male employee a higher salary than a woman in the same role. But is it really an equal pay issue, or simply an example of an employer rewarding staff based on their experience? Ashleigh Webber reports.
The BBC is being investigated by the Equality and Human Rights Commission following complaints that female employees were not paid equally to men.
"Thousands" of current and former Morrisons shop floor staff are claimed to be in the process of bringing an equal pay case against the supermarket, which could result in pay-outs totalling £100 million.
In Asda Stores Ltd v Brierley and others, the Court of Appeal held that workers in Asda supermarkets are entitled to compare their pay with the pay of depot workers because common terms of employment apply.
The Court of Appeal has ruled that Asda store workers can compare themselves to warehouse workers in their long-running equal pay dispute with the supermarket giant.
Thousands of female council workers in Glasgow could receive payouts reaching more than £500m after their union representatives agreed a deal with Glasgow City Council to resolve historic equal pay claims.
The courts have seen a significant rise in the number of employment claims brought by large groups of individuals. The most common employee 'class actions' relate to equal pay and worker status. Caroline Stroud from Freshfields looks at the types of class action claims on the increase and how employers should respond.
A former manager at TalkTalk has brought a tribunal claim against the telecoms company, claiming she was paid 40% less than male colleagues doing the same job.
HR and legal information and guidance relating to equal pay.