A recent survey commissioned by Acas, highlighted persistent gender pay disparities in the workplace. Despite legal requirements for equal pay, the findings reveal concerning perceptions of inequality. Below are the key figures from the survey and related information:
- 36% of women believe they are not receiving equal pay compared to men in their organisation, indicating significant concerns about gender pay inequality.
- 10% of men think they are paid more than women for the same work, suggesting a lower awareness of pay disparities among men.
- 34% is the increase in cases seen by Acas’s early conciliation service from 2022 to 2023, indicating a growing number of disputes related to pay and other workplace issues.
These findings suggest there is an ongoing challenge of achieving true pay equality, despite legal protections. The rise in dispute cases suggests that more needs to be done to ensure that women and men receive equal pay for equal work across the board.
All employment contracts include an ‘equality clause.’ If a woman successfully proves her right to equal pay, any less favourable terms in her contract, compared to a male colleague’s, will be adjusted to match his terms. The Equality Act also allows claimants to use a hypothetical comparator to argue for equal pay, expanding the scope for claims by not requiring an actual male comparator in the same workplace.
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Addressing gender pay disparities can be complex, but we’re here to support you in creating fairness and equality in the workplace.
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