Equal pay and wages
Equality and discrimination:
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How Loch Law can help
Whatever requirements you may have, our team of expert employment lawyers and dedicated HR specialists will work with you to provide a range of pragmatic solutions relating to pay, including:
- A full financial analysis, identifying and addressing any wage gap between equivalent or equal members of staff;
- Assistance with Gender Pay Gap reporting requirements;
- Preventing and defending against grievances and claims;
- Specialised advice relating to the financial and construction industries;
- Guidance on how to respond to investigations from the Equality and Human Rights Commission.
Beyond leading your organisation through a Gender Pay Gap review, Loch Law can provide assistance on a wide range of issues relating to equal pay. Through ongoing evaluation, monitoring and reporting, we can implement strategies that are in the best interest of both your organisation and employees – making your business a fairer and more attractive place to work.
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What does ‘equal pay for equal work’ mean?
Under the Equality Act 2010, men and women are entitled to receive equal pay for equal work. Equal work can be:
- Like work, i.e. work which involves similar skills, tasks and responsibilities;
- Equivalent work, i.e. work which is found to be of equal value on analysis;
- Equally valuable work, i.e. work which is not similar or equivalent, but has been found to be of equal value in terms of output and techniques used
“Equal pay” refers to the entire pay and benefits package. Beyond basic pay, this may include:
- Access to pensions schemes and any associated benefits;
- Bonuses and performance-dependent benefits;
- Hours of work, holiday allowance and breaks;
- Perks such as company cars, health insurance and gym memberships;
- Severance and redundancy pay.
