Should the UK adopt some of the measures in the EU Pay Transparency Directive? Employers have been wrestling with this when preparing for the Directive and now it seems that the UK government is too.
As its flagship Employment Rights Bill gets ever closer to becoming law, the UK government is beginning to look ahead to a new package of employment law reforms – all related to equality. Hot on the heels of its consultation on ethnicity and disability pay gap reporting, the government has opened a call for evidence about wider reforms to equality law. Among the ideas listed in this document are measures to increase pay transparency which have not been mentioned before. These measures would – if the government goes ahead with them – import some of the EU Pay Transparency Directive requirements into UK law.
The government is asking about the impact of introducing the following additional pay transparency measures:
1. providing the specific salary or salary ranges of a job in the job advert or prior to interview
2. not asking candidates their salary history
3. publishing or providing employees with information on pay, pay structures and criteria for progression
4. providing employees with information on their pay level and how their pay compares to those doing the same role or work of equal value
5. identifying actions that they need to take to avoid equal pay breaches occurring or continuing.
Note that ‘pay’ in...
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