![]() Manatū Wāhine has partnered with Te Kawa Mataaho Public Service Commission on Te Rōpū Whakarite Utu Ira Tangata, the Equal Pay Taskforce. Work has been underway for a while in the public sector to address its pay gaps and equal pay. This legislative change makes it easier for women to file pay equity claims with their employers, rather than having to go through the courts, and will assist employers in addressing those claims. The Court of Appeal found that the Equal Pay Act not only required equal pay for men and women doing the same work, but required equal pay for men and women doing different work deemed to be of the same value.įollowing this decision, forums involving government, business and unions on pay equity identified that legislative reform to allow for pay equity claims to be jointly resolved outside of court was required. ![]() The Equal Pay Act was amended in 2020 to replace the court-based approach to pay equity claims with an accessible process based on the existing bargaining framework in the Employment Relations Act. The 1972 Act outlawed discrimination in wage rates between men and women performing the same job. This was followed by the Equal Pay Act 1972 which extended equal pay to the private sector. The Government Service Equal Pay Act 1960 introduced equal pay legislation in the public service ensuring women in the public sector were to be paid the same as men for doing the same work under the same conditions. Since the early 20 th century, women in New Zealand and around the world have fought for equal pay in the workforce. In certain occupations where the work is, or was, predominantly performed by women, wages have often been kept lower than occupations where the work has been performed predominantly by men.Īotearoa New Zealand has a proud history of advancing equal rights. Equal pay is the same pay for the same work, regardless of gender. Pay equity is the same pay for different work which has the same or similar level of skill, responsibility, and efforts.
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