Yes
1971
1999
1986
Applicable
2010, Equality Act Available, in the original version, here. The Equality Act 2010 gives a right to equal pay between women and men for equal work and work of equal value. This covers individuals in the same employment, and includes equality in pay and all other contractual terms. The Act implies a sex equality clause automatically into all contracts of employment, ensuring that a woman's contractual terms are no less favourable than a man's. 1970, Equal Pay Act (Northern Ireland) Available, in the original version, here. The Equal Pay Act Northern Ireland requires equal treatment for women and men doing the same work or work of equal value.
No provisions could be located
2010, Equality Act, Chapter 3, Section 65(2) "A's work is like B's work if A's work and B's work are the same or broadly similar, and such differences as there are between their work are not of practical importance in relation to the terms of their work." 1970, Equal Pay Act (Northern Ireland), Section 1 (2)(c) refers to work of equal value "where a woman is employed on work which [...] is, in terms of the demands made on her (for instance under such headings as effort, skill and decision), of equal value to that of a man in the same employment."
2010, Equality Act Chapter 3, Section 65(3) The law requires that "on a comparison of one person's work with another's for the purposes of subsection (2), it is necessary to have regard to(a) the frequency with which differences between their work occur in practice, and (b) the nature and extent of the differences." 1970, Equal Pay Act (Northern Ireland), Section 1(6) "A woman is to be regarded as employed on work rated as equivalent with that of any men if, but only if, her job and their job have been given an equal value, in terms of the demand made on a worker under various headings (for instance effort, skill, decision), on a study undertaken with a view to evaluating in those terms the jobs to be done by all or any of the employees in an undertaking or group of undertakings, or would have been given an equal value but for the evaluation being made on a system setting different values for men and women on the same demand under any heading."
In 2017 the UK introduced two sets of regulations: the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, which applied to private and voluntary sector employers in England, Scotland and Wales, and the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 for public sector organisations in England. The regulations require employers with more than 250 staff to publish six calculations showing their average gender pay gap as a mean average; average gender pay gap as a median average; average bonus gender pay gap as a mean average; average bonus gender pay gap as a median average; proportion of males receiving a bonus payment and proportion of females receiving a bonus payment; and the proportion of males and females when divided into four groups ordered from lowest to highest pay. Employers must publish their gender pay gap data and a written statement on their public-facing website, and report their data to the Government online, by using the gender pay gap reporting. Scottish and Welsh public authorities are subject to their own devolved regulations which include gender pay gap reporting. The Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012, amended in 2016, require listed public authorities with 20 or more employees to publish gender pay gap information every two years and an equal pay statement every four years. The regulations require employers with more than 250 staff to publish six calculations showing their average gender pay gap as a mean average; average gender pay gap as a median average; average bonus gender pay gap as a mean average; average bonus gender pay gap as a median average; proportion of males receiving a bonus payment and proportion of females receiving a bonus payment; and the proportion of males and females when divided into four groups ordered from lowest to highest pay. Employers must publish their gender pay gap data and a written statement on their public-facing website, and report their data to the Government online, by using the gender pay gap reporting service. In Northern Ireland, Gender Pay Reporting was introduced in Section 19 of the Employment Act of 2016 available at here. This introduced a requirement for employers to publish information relating to the pay of employees for the purpose of showing whether, by reference to factors of such description as is prescribed, there are differences in the pay of male and female employees. While this legislation has yet to be commenced, work is ongoing to implement it.
National
Information on National Minimum and Living Wage is available here.
N/A
ILO NORMLEX website ILO NATLEX website