Employers should pay male and female employees equally if their roles fall under one of the following categories:
- ‘Like work’ – work that is either exactly the same or very similar. Any differences in the job role must not be significant. It matters what the actual day-to-day job role is as opposed to what is detailed in the job description. So, even if the job description differs, if the role in reality does not, this can be seen as comparable.
- ‘Work rated as equivalent’ – work that is rated the same according to job evaluation schemes. This is where the job itself may be different, with varying tasks and priorities, but is rated as equivalent in job evaluation schemes. Work rated as equivalent includes a broad selection of roles, so it’s always best to seek advice if you feel you’re at an unfair disadvantage regarding this.
- ‘Work of equal value’ – where job roles have equal demands, but the work is different. It is worth noting that this is the most difficult heading to bring a claim for equal pay.