The Equal Pay Act has now become part of the Equality Act 2010. Equal Pay Act 1970 1970 CHAPTER 41. You are at risk of an expensive employment tribunal case and reputational damage if you do not provide equal pay. It is the law and employers must follow it. Equal Pay for Equal Work . The Equal Pay Act, which was originally based around gender, and now pertains to a number of other demographics, is important for all workplaces. The Equality Act 2010 enshrines in law the employers’ responsibility to pay employees equally for equal work, regardless of gender. This puts a stop to any discrimination based on someone’s perceived ability due to their personal state. They must involve a significant number of the same tasks and require comparable skill level in terms of ability, education, experience, and training. As set out in the Equality Act 2010, men and women in the same employment performing equal work must receive equal pay, unless any difference in pay can be justified.. The Equal Pay Act of 1963 was, he acknowledged, only a "first step" and "much remains to be done to achieve full equality of economic opportunity." To better understand the Equal Pay Act, it is helpful to know the definition of "substantially equal work." The Act brings together nine separate pieces of legislation, including the Sex Discrimination Act, the Race Relations Act and the Disability Discrimination Act simplifying the law and strengthening it in important ways to help tackle discrimination and inequality. The following year, the Civil Rights Act of 1964 further strengthened laws for gender equality by making it illegal to discriminate not only on the basis of race, religion, and national origin, but also on the basis of sex. "Substantially equal" does not mean that two jobs are identical. The Equal Pay Act (EPA) is a federal employment law that prohibits sex-based compensation discrimination and mandates that men and women in the same workplace doing substantially equal jobs be given equal pay. The Equal Pay Act was an amendment to the Fair Labor Standards Act of 1938 that provided such reforms as overtime pay and a ban on child labor. The nature of the work—the skills, effort, responsibilities, and working conditions—rather than the job title determines whether the jobs will be considered substantially equal. Detail on how employers should approach employee pay to ensure equality is set out in the statutory Code of Practice in Equal Pay. Congress derived the power to legislate on this matter through the interstate commerce clause as many commercial enterprises conduct business that crosses state lines. An Act to prevent discrimination, as regards terms and conditions of employment, between men and women. [29th May 1970]