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OK, let me womansplain this #equalpay thing for you. First, it's about hourly rate. Of course a man who works 40 hours gets more than a woman on 20 hours because he'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'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've spent 15 years winning cases about this. But how do women know if they're paid the same as men for equal work and how can they find out?
So that is that @stellacreasy's #equalpay bill is about. It's not about women being "nosey". It'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'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'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.
