Overview

This bill amends the Equal Pay Act 1970 and makes provisions for flexible working. Key changes include adding an "objectively justified" clause to equal pay claims and introducing mandatory equal pay audits following successful equal pay claims. It also removes age restrictions on requests for flexible working.

Description

The bill modifies the Equal Pay Act 1970 by allowing employers to defend against equal pay claims if the pay difference is "objectively justified as reasonable." It mandates equal pay audits for employers found to have violated equal pay legislation. The audit results must be made public according to regulations set by the Secretary of State. Additionally, the bill removes the age restriction for employees requesting flexible working arrangements under the Employment Rights Act 1996.

Government Spending

The bill's financial impact on government spending is not explicitly stated in the provided text. The costs associated with implementing and enforcing the new equal pay audit requirement and any potential legal challenges are likely to be borne by the government. Precise figures are unavailable.

Groups Affected

• Employers: Will face increased scrutiny regarding equal pay practices and potential costs associated with equal pay audits and legal action. They may also experience increased demands for flexible working arrangements.
• Employees: Will have enhanced protection against pay discrimination, but the "objectively justified" clause may make successful equal pay claims more challenging. The removal of age restrictions on flexible working requests benefits employees with childcare responsibilities.
• Courts and Employment Tribunals: Will have increased workload due to the new audit requirement and potential increase in cases.

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