Framework Conditions in the United Kingdom

Inhaltsverzeichnis

1 Equal Pay in the United Kingdom
2 Job Evaluation
3 Part-Time Work
4 References

Equal Pay in the United Kingdom

Already in the 1950s, women went on the streets to demonstrate for equal pay for equal work or work of equal value. These uprisings were followed by adoption of the Equal Pay Act in 1970.

The Equal Pay Act has been modified and reformed in 2010. The reform in 2010 provides that employers should stick to the principle of equal pay for equal work or work of equal value. Work of equal value is rated in terms of effort, skill or decision making. Furthermore, the reform of 2010 allows for equal pay audits as well as pay compensation.

In 2015, the government started a consultation phase calling for further action to decrease the gender pay gap. Among the considerations to act are broadening the career choices for girls or fostering efforts on pay transparency.

Job Evaluation

In the UK, companies are encouraged to develop a job evaluation system free from a gender bias. This has been already practiced in the areas of higher education, care and within the public sectors. All three sectors underwent a review process to lift remuneration for women up and to revalue low paid and under-valued work, mostly performed by women.

In addition, companies can participate in a voluntary initiative set up by the British government to take action for equal pay. So far, more than 60 notable companies have taken their stance within this initiative.

Part-Time Work

In the UK, part-time workers have the same entitlements as full-time workers. Among these are the same hourly wage rates, access to pension schemes, entitlements to leave, sick pay or training.

Part-time work often occurs in jobs dominated by women or women choose part-time work to better be able to reconcile work and family life. Having the same provisions for part- and full-time work, thus, has an impact on the gender pay gap.