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Consultancy

Equal Pay

Organisations have a legal requirement under The Equality Act 2010 to ensure that they are not paying an employee less or giving them terms and conditions that put them at a disadvantage to someone carrying out equal work because of a protected characteristic such as; gender, disability, race, religion or belief, sexual orientation or age.

How can ECC help?

Our experienced consultants have years of experience and knowledge in helping higher and further education establishments deliver on equal pay

 

Our audits aim to measure the pay differences between groups of employees carrying out equal work on the basis of those protected characteristics to identify if any issues exist, investigate the causes of any issues and resolve these if they cannot be justified; it’s not a legal requirement to carry out an audit but it does help an organisation to comply with their legal requirement to pay fairly. 

 

As a sector, which is highly unionised, there is a particular emphasis on educational bodies to demonstrate that they are operating transparent and fair pay systems and many conduct regular equal pay audits to support this.

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What could happen if you don’t conduct an EPA?

Employees are able to make an equal pay claim whether an employer has conducted an audit or not but by conducting an audit and acting to resolve any issues identified, the organisation reduces the risk of such a claim arising.

 

If a member of staff makes a claim for equal pay, the judgement would consider a number of factors which would include whether the organisation has checked for any equal pay issues and tried to resolve these.  

 

If a case was upheld at tribunal the impact on the organisation includes:

  • Legal costs of fighting a claim in an employment tribunal

  • Financial costs should the claim be successful the worker is entitled to back pay equal to the difference between them and their comparator for up to six year, plus discretionary compensation up to 25%.  A successful claim also has the potential to set a precedent for other employees in similar positions to make claims resulting in further cost.

  • Reputational damage as an employer of choice resulting in difficulties in attracting new or retaining current talent.

  • Negative impact on public image and damage to brand values.

ECC audit options

Protected Characteristics
Full Audit
Gender
Ethnicity
Disability
Age
Religion or belief
Sexual orientation
Contractual basis (fixed term/permanent)
Working pattern (part/full time/casual)
Intersectionality (gender and age/gender and race)

At ECC we have a range of audit options to suit all budgets:

Health
Check

Basic
Audit

Full
Audit

Scope
Health Check
Basic Audit
Full Audit
All staff by grade (approx. 10 grades)
All staff by group (approx. 4-5 staff groups)
All staff by specified roles (approx. 4-5 job titles)
Items Analysed
Health Check
Basic Audit
Full Audit
Base pay
Total earnings
Benefits (contribution pay, market supplements, pension, holiday, sick pay)
Calculations Used
Health Check
Basic Audit
Full Audit
Mean and median
Analysis
Health Check
Basic Audit
Full Audit
Population profile
Overall pay gaps
Pay gaps at each grade
Pay gaps within each staff group
Pay gaps within each staff group at each grade
Pay gaps for employees by any specified roles
Outputs
Health Check
Basic Audit
Full Audit
Identification of any significant pay gaps
Identification of any significant pay gaps and causes plus recommendations for action
Identification of any significant pay gaps and causes plus recommendations for action
Pricing
Health Check
Basic Audit
Full Audit
2 days
8-10 days
14-16 days

If you want to find out more or arrange for a consultant to discuss your particular requirements, please contact us.

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