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The 1970 Act only dealt with equal pay for the same work but in 1975 the EU directive on Equal Pay was passed based on article 119. In 1978, despite the passage of legislation to promote equal pay, women’s position in the UK was still worse than in Italy, France, Germany, or the Benelux countries in 1972. However, The Act has now been mostly superseded by Part 5, chapter 3, of the Equality Act 2010. The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society. The act has made it against the law to discriminate against anyone because of age, being or becoming a transsexual person, being married or in a civil partnership, being pregnant or having a child, disability, race including colour, nationality, ethnic or national origin, religion, belief or lack of religion/belief, sex or sexual
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Maternity leave is also a contributing factor as to why there is still a gender pay gap as many salaries are performance related and so are not earning as much as males who are still working after child birth. Data analysed by the House of Commons library found that 14% of the 340,000 women who take maternity leave each year find their jobs under threat when they try to return, with some told that they cannot continue in their role part-time. Some women are forced into positions with less responsibility and find it harder to get a promotion, while others are effectively constructively dismissed. Georgina Joseph, UK, told The Telegraph that she regretfully arranged with her boss to come back to work part-time informally but the offer was later withdrawn and was told that she could return on the exact terms of her previous employment (five days a week) or nothing at all. She worked out that if she had gone back full-time, she would have seen her baby, awake, for less than 23 hours a week. She also had the problem of not being able to find childcare to meet up with her working hours and rejected going back full-time. New government rules mean that mothers seeking to challenge
Maternity leave is also a contributing factor as to why there is still a gender pay gap as many salaries are performance related and so are not earning as much as males who are still working after child birth. Data analysed by the House of Commons library found that 14% of the 340,000 women who take maternity leave each year find their jobs under threat when they try to return, with some told that they cannot continue in their role part-time. Some women are forced into positions with less responsibility and find it harder to get a promotion, while others are effectively constructively dismissed. Georgina Joseph, UK, told The Telegraph that she regretfully arranged with her boss to come back to work part-time informally but the offer was later withdrawn and was told that she could return on the exact terms of her previous employment (five days a week) or nothing at all. She worked out that if she had gone back full-time, she would have seen her baby, awake, for less than 23 hours a week. She also had the problem of not being able to find childcare to meet up with her working hours and rejected going back full-time. New government rules mean that mothers seeking to challenge