Our online Pay and Reward course will help candidates understand what the law states regarding payslips, and what are authorised or unauthorised deductions from pay. The course will also look at the types of reward and benefits that can be offered to staff, these may not always be financial, and the impact they can have.
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Employers must give men and women equal treatment in the terms and conditions of their employment contract if they are employed to do:
Employees can compare any terms in the contract of employment with the equivalent terms in a comparators contract. A comparator is an employee of the opposite sex working for the same employer, doing like work of equal value. However, an employer may defend a claim if they show the reason for the difference is due to a genuine factor and not based on the sex of the employee.
Employees are also entitled to know how their pay is made up. For example, if there is a bonus system, everyone should know how to earn bonuses and how they are calculated.
The Equality Act 2010 makes it unlawful to prevent employees from having discussions to establish if there are differences in pay. However, an employer can require their employees to keep pay rates confidential from people outside of the workplace.
The equal terms can cover all aspects of pay and benefits, including:
An employee who thinks they are not receiving equal pay can write to their employer asking for information that will help them establish whether there is a pay difference and if so the reasons for the difference.
If an employee cannot resolve the problem informally or through the formal grievance procedure, they may complain to an employment tribunal under the Equality Act 2010 while still working in the job or up to six months after leaving the employment to which your claim relates.
Since 1 October 2014 employers who lose equal pay claims could be forced to conduct an equal pay audit and publish the results.