PAY DISCRIMINATION
Revised equal pay code comes into force
The Equal Opportunities Commission's new revised Code of Practice on Equal Pay has received parliamentary approval and will come into force on 1 December 2003.
The code originally came into effect in 1997 and is admissible as evidence in employment tribunal proceedings. It is a quasi-statutory document employers are not obliged to follow its recommendations, but an employment tribunal may take account of any failure to do so.
The code, which explains employers' obligations on equal pay, has been revised to take account of new law and recent equal pay case decisions. It provides practical guidance on how to ensure pay is determined without sex discrimination.
At the heart of the revised code is the recommendation to employers that they carry out a regular equal pay review which it identifies as "the most appropriate method of ensuring that a pay system delivers equal pay free from sex bias". The code includes guidance on how to undertake such a review.
New material contained in the revised code includes information on equal pay for pregnant women and women on maternity leave, grievance procedures, the equal pay questionnaire and equal pay reviews.
A final word
"It's down to employers now to check that their pay system is fair and that they are complying with the Equal Pay Act. The revised Code of Practice will help them make sure that they are rewarding competence and performance. This is in the best interests not only of their staff but also of their investors." -- Julie Mellor, chair of the Equal Opportunities Commission.
Want to know more?
To download your copy of the code visit the Equal Opportunities Commission’ s web site at www.eoc.org.uk or click here www.eoc.org.uk/cseng/news/10_nov_paycode.asp?SubDate=Monday+10+November%2C+2003
Posted 21 November 2003