Job evaluation

New and updated

• Type:

  How to

  How to select, devise and use a job evaluation scheme

  Practical guidance on how to select, devise and use a job evaluation scheme, for example for the purpose of introducing a single pay and grading structure or carrying out an equal pay audit.

• Type:

  Tasks

  Decide on a job evaluation scheme

• Type:

  Tasks

  Carry out a job evaluation exercise

• Type:

  Tasks

  Implement the results of a job evaluation exercise

• Type:

  FAQs

  Can an employer defend an equal value claim on the basis that it has carried out a job evaluation scheme?

• Date:

  13 October 2008

  Type:

  Employment law cases

  Equal pay: Pay protection scheme not objectively justified

  In Redcar & Cleveland Borough Council v Bainbridge and Equality and Human Rights Commission and other appeals [2008] IRLR 776, the Court of Appeal held that a transitional pay protection scheme that, in effect, preserved the previous (unlawful) pay levels of men, while failing to offer equivalent higher pay to women engaged on work rated as equivalent, perpetuated historic indirect sex discrimination and was not objectively justified.

• Date:

  29 October 2007

  Type:

  Employment law cases

  Equal pay: Employees may rely on comparators rated lower under a job evaluation study

  The Court of Appeal ruled in Redcar and Cleveland Borough Council v Bainbridge and others [2007] EWCA Civ 929 that a woman claiming equal pay may rely on a job evaluation study even where the woman's job has been assigned a higher value than that of her comparator.

• Date:

  27 June 2007

  Type:

  Employment law cases

  Equal pay: Job evaluation scheme did not have retrospective effect

  In 1) Bainbridge & Ors 2) Redcar & Cleveland Borough Council v 1) Redcar & Cleveland Borough Council 2) Williams EAT/0424/06 & EAT/0031/07 the Employment Appeal Tribunal held that successful equal pay claims confer the right to up to six years' back pay prior to the institution of proceedings.