Equal Pay Act 1970

Equal Pay Act 1970
Short title	Equal Pay Act 1970
Parliament	Parliament of the United Kingdom
Long title	An Act to prevent discrimination, as regards terms and conditions of employment, between men and women
Introduced by	Barbara Castle, Harold Wilson
Royal assent	29 May 1970
Commenced	29 December 1975
Amended by	Sex Discrimination Act 1975, Equality Act 2010

Equal Pay Act 1970 was a landmark legislation in the United Kingdom that aimed to eliminate discrimination between men and women in the workplace, particularly in regards to pay. The Act was introduced by Barbara Castle, the Secretary of State for Employment and Productivity, and was supported by Harold Wilson, the Prime Minister of the United Kingdom at the time. The legislation was influenced by the European Economic Community's Treaty of Rome and the International Labour Organization's Equal Remuneration Convention. The Act was also shaped by the efforts of trade unions such as the Trades Union Congress and the National Union of Teachers.

Introduction

The Equal Pay Act 1970 was a significant step towards achieving gender equality in the workplace, building on the foundations laid by earlier legislation such as the Sex Disqualification (Removal) Act 1919 and the Married Women's Property Act 1882. The Act was influenced by the work of feminist activists such as Emmeline Pankhurst and Millicent Fawcett, who had campaigned for women's rights and equality. The legislation was also supported by organizations such as the Fabian Society and the Labour Party, which had long advocated for social and economic reform. Key figures such as Clement Attlee and Aneurin Bevan had also played a role in shaping the Labour Party's stance on equal pay.

Background

The background to the Equal Pay Act 1970 was marked by a growing awareness of the need for gender equality in the workplace. The Women's Liberation Movement of the 1960s, led by figures such as Gloria Steinem and Betty Friedan, had highlighted the issue of pay inequality and sparked a national debate. The Ford sewing machinists strike of 1968, which involved women workers at the Ford Motor Company's Dagenham plant, had also drawn attention to the issue of equal pay. The strike was supported by trade unions such as the Transport and General Workers' Union and the Amalgamated Engineering Union. The European Court of Justice had also ruled in favor of equal pay in the Defrenne v Sabena case, which had implications for European Union law and influenced the development of the Equal Pay Act 1970.

Provisions

The Equal Pay Act 1970 made it unlawful for employers to discriminate between men and women in terms of pay and conditions of employment. The Act applied to all employees, including those in the public sector and the private sector, and covered a wide range of employment areas, including manufacturing, services, and agriculture. The legislation was enforced by the Equal Opportunities Commission, which was established by the Sex Discrimination Act 1975. The Act also provided for the establishment of industrial tribunals to hear cases of pay discrimination, and for the Commission for Racial Equality to work alongside the Equal Opportunities Commission. Key organizations such as the Confederation of British Industry and the Institute of Directors were also involved in the implementation of the Act.

Implementation

The implementation of the Equal Pay Act 1970 was a gradual process, with the legislation coming into effect on 29 December 1975. The Act was implemented in phases, with different sectors and industries being brought under the legislation at different times. The Department of Employment and the Department of Trade and Industry played a key role in implementing the Act, working closely with trade unions and employers' organizations such as the CBI and the TUC. The Health and Safety Executive and the Advisory, Conciliation and Arbitration Service also provided guidance and support to employers and employees. The implementation of the Act was also influenced by international organizations such as the International Labour Organization and the Organisation for Economic Co-operation and Development.

Impact

The impact of the Equal Pay Act 1970 was significant, with the legislation helping to reduce the pay gap between men and women in the United Kingdom. The Act also had a major impact on the development of equal opportunities policies and practices in the workplace, with many employers introducing equal pay audits and diversity training programs. The legislation also influenced the development of European Union law on equal pay, with the European Court of Justice ruling in favor of equal pay in a number of high-profile cases, including Marshall v Southampton and South West Hampshire Area Health Authority. The Act also had an impact on the work of organizations such as the European Commission and the Council of Europe.

Amendments

The Equal Pay Act 1970 has been amended several times since its introduction, with significant changes being made by the Sex Discrimination Act 1975 and the Equality Act 2010. The Sex Discrimination Act 1975 introduced new provisions on sex discrimination and established the Equal Opportunities Commission, while the Equality Act 2010 consolidated and strengthened existing equality legislation, including the Equal Pay Act 1970. The Equality and Human Rights Commission has also played a key role in enforcing the legislation and promoting equal pay, working closely with organizations such as the TUC and the CBI. The Act has also been influenced by international agreements such as the United Nations Convention on the Elimination of All Forms of Discrimination against Women and the European Social Charter.

Category:United Kingdom employment law