1-20 of 6,871 results for subject:"Equal pay"
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To ask the Minister for Women and Equalities, with reference to the policy paper, Equal pay and pay discrimination, of 14 July 2026, what assessment has been made of the potential impact of the proposed reforms on the finances of local government paybill..
To ask the Minister for Women and Equalities, with reference to the policy paper, Equal pay and pay discrimination, of 14 July 2026, what assessment has been made of the potential impact of the proposed reforms on the finances of local government paybill..
The Office for Equality and Opportunity (OEO) published the consultation on equal pay and pay discrimination on 14 July 2026, following the Call for Evidence on Equality Law in 2025.
The consultation seeks views on how we can comprehensively reform the pay discrimination framework so that it works better for workers, businesses and the justice system. This includes seeking views on the financial viability and impacts of the proposed reforms and their potential implications for the local government sector.
The OEO is prioritising proportionate, targeted measures for consultation where there is the clearest evidence of their ability to increase pay equality. We will publish a full impact assessment on these measures in due course.
To ask the Minister for Women and Equalities, what steps she is taking to help tackle pay disparities for disabled people in a) Newcastle-under-Lyme and b) Staffordshire.
To ask the Minister for Women and Equalities, what steps she is taking to help tackle pay disparities for disabled people in a) Newcastle-under-Lyme and b) Staffordshire.
We are committed to delivering our manifesto commitment to introduce mandatory ethnicity and disability pay gap reporting for large employers.
This will provide transparency and vital data to help businesses identify and address ethnicity and disability pay gaps within their workforces. We are working on this urgently and will introduce legislation as soon as parliamentary time allows.
We have also committed to making the right to equal pay effective for disabled people and those from ethnic minority groups. This will help fulfil our aim to ensure that hard work provides opportunities fairly. We recently launched a consultation on our equal pay and pay discrimination proposals to create legislation that works for everyone. The consultation will close on 27 October 2026.
These measures will help tackle pay disparities for ethnic minority groups and disabled people across Great Britain.
To ask the Minister for Women and Equalities, what steps she is taking to help tackle pay disparities for ethnic minority people in a) Newcastle-under-Lyme and b) Staffordshire.
To ask the Minister for Women and Equalities, what steps she is taking to help tackle pay disparities for ethnic minority people in a) Newcastle-under-Lyme and b) Staffordshire.
We are committed to delivering our manifesto commitment to introduce mandatory ethnicity and disability pay gap reporting for large employers.
This will provide transparency and vital data to help businesses identify and address ethnicity and disability pay gaps within their workforces. We are working on this urgently and will introduce legislation as soon as parliamentary time allows.
We have also committed to making the right to equal pay effective for disabled people and those from ethnic minority groups. This will help fulfil our aim to ensure that hard work provides opportunities fairly. We recently launched a consultation on our equal pay and pay discrimination proposals to create legislation that works for everyone. The consultation will close on 27 October 2026.
These measures will help tackle pay disparities for ethnic minority groups and disabled people across Great Britain.
To ask the Minister for Women and Equalities, with reference to the consultation outcome, Consultation on mandatory ethnicity and disability pay gap reporting: government response, of 25 March 2026, from what financial year will the reports be mandatory.
To ask the Minister for Women and Equalities, with reference to the consultation outcome, Consultation on mandatory ethnicity and disability pay gap reporting: government response, of 25 March 2026, from what financial year will the reports be mandatory.
We are working to introduce legislation on mandatory ethnicity and disability pay gap reporting for large employers as soon as parliamentary time allows. Mandatory reporting dates are subject to the passage of necessary legislation.
We will continue to engage with large employers and other interested stakeholders as the plans are developing, and ensure that they are kept informed of timescales.
To ask the Minister for Women and Equalities, what plans she has with Cabinet colleagues to help reduce the gender pay gap.
To ask the Minister for Women and Equalities, what plans she has with Cabinet colleagues to help reduce the gender pay gap.
This Government is dedicated to breaking down barriers to economic opportunity for women and girls in every part of the country, including Newcastle-under-Lyme and Staffordshire, and to national initiatives that address the gender pay gap.
Through policies including the Invest in Women Taskforce and the Investing in Women Code, we want women-led businesses in Newcastle-under-Lyme and across Staffordshire to gain fair access to finance, angel investment and venture funding.
Currently, the national gender pay gap stands at 12.8%. The Office for National Statistics releases annual data on the national gender pay gap, including breakdowns by region and constituency, which can be accessed at:
As part of the Employment Rights Act, we have launched action plans encouraging large employers to publish not just what their gender pay gap is, but the concrete actions they are taking to address it, as well as how they are supporting employees experiencing menopause. These action plans will help employers to tackle the barriers that women face in the workplace and better harness their skills.
To ask the Minister for Women and Equalities, whether she intends to update the guidance or secondary legislation on gender pay reporting in relation to requiring reporting based on biological sex.
To ask the Minister for Women and Equalities, whether she intends to update the guidance or secondary legislation on gender pay reporting in relation to requiring reporting based on biological sex.
My Hon. Friend the Parliamentary Under Secretary of State (Minister for Equalities) (Seema Malhotra MP) has today made the following statement:
The government has today published a consultation on equal pay and pay discrimination.
In our manifesto and Plan to Make Work Pay, we committed to strengthening equal pay provisions and eliminating...
My Hon. Friend the Parliamentary Under Secretary of State (Minister for Equalities) (Seema Malhotra MP) has today made the following statement:
The government has today published a consultation on equal pay and pay discrimination.
In our manifesto and Plan to Make Work Pay, we committed to strengthening equal pay provisions and eliminating...
The government has today published a consultation on equal pay and pay discrimination.
In our manifesto and Plan to Make Work Pay, we committed to strengthening equal pay provisions and eliminating pay discrimination. This is an important milestone in the government’s wider plan to break down the barriers to opportunity and...
The government has today published a consultation on equal pay and pay discrimination.
In our manifesto and Plan to Make Work Pay, we committed to strengthening equal pay provisions and eliminating pay discrimination. This is an important milestone in the government’s wider plan to break down the barriers to opportunity and...
To ask the Secretary of State for Work and Pensions, what assessment he has made of the potential impact of mandatory disability pay gap reporting on the disability employment gap.
To ask the Secretary of State for Work and Pensions, what assessment he has made of the potential impact of mandatory disability pay gap reporting on the disability employment gap.
We are committed to delivering our manifesto commitment to introduce mandatory disability pay gap reporting for large employers, and we will introduce legislation as soon as parliamentary time allows. Disability pay gap reporting, including workforce reporting and action plans, will improve transparency and provide vital data to help employers understand their workforces better, and identify and address disability pay gaps where they exist by adopting more inclusive practices, while avoiding unintended consequences.
On 25 March, we published the pay gap reporting consultation response, which shows how the new policy may work, alongside our green rated impact assessment. The proposed approach would require employers with 250 or more employees to report their disability pay gaps, report workforce composition by disability, and take actions to address pay gaps to make workplaces more inclusive for disabled people.
The disability employment gap remains too high. We are aiming for our range of policy initiatives to lead to its reduction.
To ask the Minister for Women and Equalities, what priority the Government has assigned to extending pay gap reporting beyond gender to include race and disability.
To ask the Minister for Women and Equalities, what priority the Government has assigned to extending pay gap reporting beyond gender to include race and disability.
We will bring ethnicity and disability pay gap legislation forward as soon as parliamentary time allows. In March 2026 we published the government response to the mandatory ethnicity and disability pay gap reporting consultation, which included indicative clauses to show how the new legislation may look.
We are also working at pace to deliver the manifesto and Make Work Pay commitments to equal pay reform. It is important that the law works for everyone and so we plan to conduct further engagement on these proposals to ensure we get them right.
To ask the Minister for Women and Equalities, whether the Government plans to introduce mandatory disability pay gap reporting; whether this will be included within the scope of the proposed Equality (Race and Disability) Bill; and what the expected timetable is for its implementation.
To ask the Minister for Women and Equalities, whether the Government plans to introduce mandatory disability pay gap reporting; whether this will be included within the scope of the proposed Equality (Race and Disability) Bill; and what the expected timetable is for its implementation.
We will bring ethnicity and disability pay gap legislation forward as soon as parliamentary time allows. In March 2026 we published the government response to the mandatory ethnicity and disability pay gap reporting consultation, which included indicative clauses to show how the new legislation may look.
We are also working at pace to deliver the manifesto and Make Work Pay commitments to equal pay reform. It is important that the law works for everyone and so we plan to conduct further engagement on these proposals to ensure we get them right.
What does evidence suggest about the economic effects of policies supporting families with young children?
What does evidence suggest about the economic effects of policies supporting families with young children?
What steps she is taking to help tackle pay disparities for ethnic minority people.
What steps she is taking to help tackle pay disparities for ethnic minority people.
A person’s race or ethnicity should never be a barrier to opportunity. In March, we published the ethnicity and disability pay gap reporting consultation response and will bring forward legislation as soon as parliamentary time allows. We plan to conduct further engagement on equal pay proposals so the law works for everyone - employees, businesses and Trade Unions.
Whether she has made an assessment of the potential implications for her Department’s policies on ethnicity pay gap reporting of UK Music’s report entitled Black Music Means Business, published in March 2026.
Whether she has made an assessment of the potential implications for her Department’s policies on ethnicity pay gap reporting of UK Music’s report entitled Black Music Means Business, published in March 2026.
To ask the Minister for Women and Equalities, with reference to Contractfinder, Provision of socio-legal research into equal pay and combined discrimination - Lot 2, Ref: CCZZ24A18 - Lot 2, whether the research has been completed.
To ask the Minister for Women and Equalities, with reference to Contractfinder, Provision of socio-legal research into equal pay and combined discrimination - Lot 2, Ref: CCZZ24A18 - Lot 2, whether the research has been completed.
This response provides an update to PQ 122163. The research has been carried out and the report is undergoing quality assurance and clearance in line with the GSR publication protocol. It will be published in due course.
To ask the Minister for the Cabinet Office, what steps he is taking to reduce the gender pay gap in the civil service.
To ask the Minister for the Cabinet Office, what steps he is taking to reduce the gender pay gap in the civil service.
The Civil Service is committed to being an inclusive employer. Departments report annually on their gender pay gap producing action plans to specifically target drivers of GPG and pay disparities within their respective organisations. 2025 data shows the lowest recorded gender pay gaps since overall Civil Service reporting began in 2020.
To ask the Secretary of State for Education, what steps she is taking to reduce pay inequalities between Further Education staff and staff in schools and academised sixth form colleges.
To ask the Secretary of State for Education, what steps she is taking to reduce pay inequalities between Further Education staff and staff in schools and academised sixth form colleges.
Further education (FE) colleges and sixth form colleges are responsible for setting and negotiating pay within colleges and have the freedom to implement pay arrangements within their own local circumstances. In addition, there are sector-led arrangements for pay in FE colleges and sixth form colleges through the National Joint Forum and National Joint Council.
Last year, we announced an additional £190 million for colleges and other 16 to 19 providers for the 2025/26 financial year. We are providing nearly £9 billion in 16 to 19 programme funding for the 2026/27 academic year. This funding will support both FE colleges and sixth form colleges in addressing pressures, including supporting recruitment and retention of excellent specialist teachers.
Our targeted retention incentive offer is designed to retain eligible FE teachers in technical subjects with payments of up to £6,000 after tax. In its first year, nearly 6,000 teachers received a payment. Eligible teachers at FE colleges, sixth form colleges and 16 to 19 only academies and schools are able to access the scheme.
To ask the Minister for Women and Equalities, what assessment she has made of the potential impact of employee-owned business models on reducing the level of the gender pay gap.
To ask the Minister for Women and Equalities, what assessment she has made of the potential impact of employee-owned business models on reducing the level of the gender pay gap.
The research surrounding effective actions employers can take to close the gender pay gap makes it clear that a positive workplace culture, in combination with support from leadership, underpins the success of actions to close the gap.
While have not made an assessment of the impact of ownership structure on the gender pay gap in an organisation, the research available and the consultation we have undertaken forms the basis of voluntary action plans, with this government now encouraging large employers to publish the steps they are taking to close their gap, and support employees during the menopause, alongside their gender pay gap figures.