Find out what pay equity is and links to further information about the pay equity process and claims in the education sector.
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Pay equity claims are raised to ensure that people are paid equally for doing work of equal value.
- Pay equity claims in the education sector
- About the pay equity process
- Recent changes to the Equal Pay Act 1972
Pay equity acknowledges the value of the skills, responsibilities and demands of workers in female-dominated occupations that have suffered from gender-based discrimination because of perceptions and prejudices about the value of “women’s work”.
The Government is committed to removing and preventing gender-based discrimination in the remuneration and employment terms and conditions for work done within female-dominated jobs.
Achieving pay equity and putting more money in the hands of the lowest paid workers has a significant positive impact on their lives and is likely to have flow-on benefits to their whānau and the wider community.
In July 2020, Parliament passed the Equal Pay Amendment Act (EPAA), which introduces several new requirements for how pay equity claims are progressed. These changes came into force on 6 November 2020.
An introduction to pay equity(external link) on the Ministry of Business, Innovation and Employment website.
The following resources about pay equity can be found on the Te Kawa Mataaho website.
Raising a claim
Glossary of Terms used in Pay Equity(external link) (645 KB | PDF)
Assessing a claim
Pay Equity Bargaining Process Agreement(external link) (Terms of Reference) (347 KB | PDF)
Pay Equity Work Assessment – Process Guide(external link) (761 KB | PDF)
Pay Equity Work Assessment – Factor Plan(external link) (571 KB | PDF)
Pay Equity Work Assessment – Questionnaire(external link) (540 KB | PDF)
Pay Equity Settlement Agreement(external link) (343 kB | PDF)
The information on our pay equity webpages has no statutory or regulatory effect and is of an information and guidance nature only. Guidance cannot override the law and is not legally binding. Users of this guidance should not substitute this for legal advice. The information should not be relied upon as a substitute for the wording of the Equal Pay Act 1972.
While every effort has been made to ensure the information in this publication is accurate, the Ministry of Education does not accept any responsibility or liability for error of fact, omission, interpretation or opinion that may be present, nor for the consequences of any decisions based on this information.
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