(Solution) CIPD AC 2.2: The legal requirements of equal pay
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Solution
Adopting the definition in ACAS (2022) equal pay represent a situation where men and women ought to be offered with equal pay for doing equal work. This is a work which equal pay law classes as the same, similar, equivalent or of equal value. To achieve equal pay, an organisation should not pay an employee less compared to another person who is of opposite sex and doing equal work for the same employer. This is covered in the Equality Act 2010 and Equality and Human Rights Commission (EHRC) statutory code of practice on equal
the Statutory code of practice on equal pay, it can be stated that Men and Women must offer equal pay and allowances across workplaces (Equalityhumanrights.com, 2023). The Equality Act 2010 gives women and men to receive equal pay for equal work unless the difference can be justified (Legislation.gov.uk, 2010
In this context, through acknowledging a case study of BBC news, it has been found that despite being recognized as a well-reputed entity, the Men workers at BBC enjoy an additional 9.3% off grade pay that the employer has offered to the female companions (Croneri.co.uk). On the contrary, through acknowledging statistics from ONS, it has been found that among full-tune employees, the Gender pay gap was 8.3% in 2022, where the gap was 7.7%, exactly the same time interval in the previous year and 9% during the year of global pandemic 2019 (Ons.gov.uk, 2023).If True Health receives an equal pay claim, the HR managers can defend themselves by referring it to Performance-related benefits. As an example, if the organizations have a similar pay claim from a female employee with the reference of a male employee who is being paid more for the same job position, the HR manager can defend the claim by referring to the higher pay with performance-related benefits.
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