In 2000, the government updated their equal pay legislation. This update introduced the concept of equal pay for work of equal value – not just for people doing the same job.
Since then there have been many cases in local authorities, particularly in the North East, where workers in jobs that are usually done by female employees have successfully argued for equality with jobs that are usually male dominated. Equality needs to cover terms and conditions of service, as well as pay, so – for example – bonus payments that are only available in ‘male’ jobs are also an issue.
Reducing the Council’s risk of equal pay claims is very important if we are to avoid lengthy and costly court cases which may result in significant compensation payments.   _{Your Comment}