THE EQUALITY ACT 2010

The Equality Act 2010



Unless and until section 78 of the equality act 2010 is brought into force, the aim of achieving equal salary for men and women cannot be achieved

Equality Act 2010

Equality Act 2010 provides protection for all the opportunity to update, streamline and strengthen the previous legislation, and provides anti-discrimination laws to facilitate the modernization and simple framework of individual rights and equal legal framework to protect the level of unfair treatment and the promotion of human rights.

Of the coalition government's main priorities is to support economic recovery and to eliminate unnecessary burdens on businesses. Equality Act 2010 is the anti-discrimination legislation to make the law easier to understand and comply with, and provide for enterprises, public institutions and the vital interests of individual major simplification. The provisions of the Equality Act entered into force into force at different times in order to influence people and the new law time to prepare their organizations. Most provisions take effect October 1, 2010. The Government is in view of how to start the remaining provisions of this, the law to apply effective and proportionate way (www.equalities.gov.uk).

Section 78 of the Equality Act

Article 78 of the Equality Act allows Government to require large companies (more than 250 employees) to measure and publish information on the gender wage gap. Employers have a grace period until April 2013 where you can report voluntarily on their gender salary gap and take steps to close it, before bringing this energy regulation. These rules apply only if sufficient progress discloses the gender salary gap has not been done for the year 2013.

Unfortunately, this important part of the Equality Act has been suspended by the coalition government, and considering not to take forward. It includes (www.equalities.gov.uk):

Regulations may require employers to publish information relating to the salary of employees for the purpose of showing whether, by reference to factors of such description as is prescribed; there are differences in the salary of male and female employees.

(2) This section does not apply to:

(a) An employer who has fewer than 250 employees;

(b)A person specified in Schedule 19;

(c) A government department or part of the armed forces not specified in that Schedule.

(3) The regulations may prescribe:

(a) Descriptions of employer;

(b) Descriptions of employee;

(c) How to calculate the number of employees that an employer has;

(d) Descriptions of information;

(e) The time at which information is to be published;

(f) The form and manner in which it is to be published.

(4) Regulations under subsection (3e) may not require an employer, after the first publication of information, to publish information more frequently than at intervals of 12 months.

Equal Salary Act 1970

Equal Salary Act 1970 came into force in 1975. The law provides for legislation aimed at eliminating discrimination in the salary of similar jobs. According to data published by the Equal Opportunities Commission (now the Commission for Equality and Human Rights), "the average woman working full time could lose out on £ 330,000, compared with earnings men, throughout their working ...