by Paula Määttä

XI. United Kingdom

A. The legislative provisions for equality in pay

In the United Kingdom the expression "equal pay for work of equal value" is used.

The Equal Pay Act, 1970 of Great Britain requires that employers treat men and women equally in regard to their terms and conditions of employment. The Act came into force in 1975. This Act has been amended in particular by the Sex Discrimination Act 1975, the Equal Pay (Amendment) Regulations, 1983, and the Sex Discrimination Act 1986.

In Northern Ireland, the principal provision relating to equal remuneration is the Equal Pay Act (Northern Ireland) 1971, as amended by the Sex Discrimination (Northern Ireland) Order 1976, the Equal Pay (Amendment) Regulations (Northern Ireland) 1984, and the Sex Discrimination (Northern Ireland) Order 1987.

The Sex Discrimination Act 1975 and the Sex Discrimination (Northern Ireland) Order 1976 establish an Equal Opportunities Commission in Great Britain and Northern Ireland respectively. The functions of these Commissions are to work towards the elimination of discrimination, to promote equality of opportunity between men and women generally, and to keep under review the Sex Discrimination legislation and the Equal Pay Act.

The United Kingdom ratified the Equal Remuneration Convention (No. 100) in 1971. The main European Community (EC) provisions which bind the United Kingdom as far as equal pay is concerned, are Article 119 of the Treaty of Rome and the Equal Pay Directive (Council Directive 75/117/EEC).