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The Equal Pay Act 1970 (c. 41) was an act of the Parliament of the United Kingdom that prohibited any less favourable treatment between men and women in terms of pay and conditions of employment. The act was proposed by the then Labour government, and was based on the Equal Pay Act of 1963 of the United States.
United Kingdom employment equality law is a body of law which legislates against prejudice-based actions in the workplace. As an integral part of UK labour law it is unlawful to discriminate against a person because they have one of the "protected characteristics", which are, age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex, pregnancy and ...
The Equal Pay Act of 1970 mandates equal pay for equal work regardless of an individual's sex/gender, and the Sex Discrimination (Gender Reassignment) Regulations 1999 also protect the rights of individuals who intend to undergo, are undergoing, or have undergone sex reassignment. These Regulations pertain to pay and treatment in employment ...
The non-adjusted gender pay gap or gender wage gap is typically the median or mean average difference between the remuneration for all working men and women in the sample chosen. It is usually represented as either a percentage or a ratio of the "difference between average gross hourly [or annual] earnings of male and female employees as % of ...
From 2015 to 2019, the "personal allowance" was linked to the minimum wage, but only up to 30 hours a week of pay (as if people usually had a three-day weekend). [108] This link was cut, and there is no personal allowance for National Insurance contributions, which fund the state pension, unemployment insurance (now partly the universal credit ...
On 10 July 2019, New York Governor Andrew Cuomo signed into law legislation guaranteeing equal pay for equal work regardless of one's gender. [33] [34] This builds on the 1944 law by prohibiting employers from asking job candidates about their previously salary, a loophole that has had a history of enforcing pay inequality based on gender. [33]
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The gender pay gap is calculated in two ways: the adjusted pay gap takes into account differences in hours worked, occupations chosen, level of education, and particular job, while the non-adjusted pay gap does not take any of these factors into its calculations and therefore demonstrates greater stratification.