Equal Pay, Wages & Working Time Regulations
Employers must give men and women equal treatment in the terms and conditions of their employment contract if they are employed to do:
- ‘like work’ – work that is the same or broadly similar
- work rated as equivalent under a job evaluation study
Not only are men and women entitled to equal basic pay but they are also entitled to equality in relation to a number of terms including pay progression, holiday entitlement, sick pay, hours of work, sick pay and performance-related pay and benefits.
Wages and Working Time Regulations
Employers are required to pay at least the National Minimum Wage (NMW) to employees and workers. Some workers are excluded from the NMW, such as those who are self-employed, domestic resident workers (e.g. au pairs, resident home help etc.) or trainees on Government training schemes. However, agency workers, some apprentices, some home workers, carers and workers “on call” are covered by the NMW.
- Resident and Agency workers
- Company Directors
- Trainees and Apprentices
Working Time Regulations
In the same way as employers must pay NMW to employees and workers, employers must also comply with the Working Time Regulations (WTR). These Regulations restrict most workers from working more than a 48 hour week, unless they give written consent to do so. It also entitles them to have 28 days’ paid holiday per annum, which includes bank holidays. The WTR also makes provision for daily and weekly rest breaks and rest breaks during the working day.
- 48 hour working week
- Holiday entitlement
- Rest breaks
We can help you understand your legal obligations in respect of equal pay, wages and the working time on regulations. We can review your current pay and terms structure, identify any areas of risk, and advise, how to address them. If you do end up facing an Employment Tribunal claim for a breach, we can advise and represent you throughout the process.