The new equal pay rules suffer from inadequate sanctions, little chance of enforcement, grey areas and anomalies, Stephen Levinson, consultant solicitor at Keystone Law, writes in this week’s NLJ .
Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, private sector employers with 250 or more employees must calculate the mean and median hourly pay gap between the sexes as at 5 April each year.
Levinson’s points include that no sanction is specified and the Equality and Human Rights Commission, which enforces the regulations, has constrained powers due to budget cuts.
