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OK, let me womansplain this #equalpay thing for you. First, it& #39;s about hourly rate. Of course a man who works 40 hours gets more than a woman on 20 hours because he& #39;s worked more hours. The issue is whether the hourly rate is the same, and if not, why not?
Second, the Equality Act #equalpay provisions apply equally to men and women - so a man paid less than a woman for the same work is also entitled to bring a claim. Please stop saying women want special rules for themselves - they don& #39;t. They want the same pay for the same work.
Third, I keep reading that women already have #equalpay because it is the law. It is the law, but not all women get it. I know because I& #39;ve spent 15 years winning cases about this. But how do women know if they& #39;re paid the same as men for equal work and how can they find out?
So that is that @stellacreasy& #39;s #equalpay bill is about. It& #39;s not about women being "nosey". It& #39;s about discovering whether employees are being paid equal pay for equal work with comparators of the opposite sex. If they are, fine. No claim. If they aren& #39;t, they can claim.
The advantage is that it saves money and tribunal time -instead of employers playing semantics about what information they need to give on disclosure to allow the employees to get on with their claim. #equalpay is a case where employers have all the information and it& #39;s one sided
Finally, this is not about the #genderpaygap and its many causes. It is about allowing employees to get certain information in specified circumstances and for a specific purpose to know whether the law is being complied with in respect of them and a comparator doing equal work.
