The Equality Act 2010 legally protects your staff against discrimination linked to any of the following protected characteristics: disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, and pregnancy and maternity. The legal onus is on you, the employer, to be able to show how you differentiate between roles within your organisation when it comes to pay and reward.

The Act allows for material differences to be used as part of your approach, Material differences include market data- but this doesn’t just mean the anecdotal evidence of a friendly recruitment agency, your market data needs to be able to evidence a robust and consistent methodology and show it is clear of any actual or unintended protected characteristic bias.
Employment tribunals will find against your organisation if you don’t have a structured, equitable and consistent approach to your reward framework, this means being able to justify differences between ‘stated comparators’ brought by an equal pay claim. Remember, equal pay claims can go back six years.

Ensuring your organization is fully compliant is not an annual task. It’s a 365 days a year obligation.
The ‘belt and braces’ approach is a pay framework underpinned by a points based, analytical job evaluation system.
Modern, flexible pay frameworks have moved on a long way from automatic, annual increments. The Turning Point suite of reward solutions underpin your organisations reward framework, enabling you to deliver an attractive, consistent and fair reward strategy whilst ensuring are compliance with the Equality Act 2010 in both approach and intention.

Is your organisation doing everything it can to mitigate these risks? 

Are you compliant?