Equal pay for equal work – Considerations in analysing pay differentials
The Employment Equity Act requires employers to submit a wage differential report to the Department of Labour (DOL).
This report has of late come under the spotlight with many organisations undergoing intense audits relating to their wage differentials. Furthermore, the Remuneration Committee is mandated with ensuring fair and reasonable remuneration across the organisation.
Companies need to have a structured way of analysing their pay differentials and explaining them to the Department of Labour.
Are you able to provide the type of analysis to the Remuneration Committee that will show how your organisation stacks up when it comes to pay equity?
This how-to guide outlines points to consider in analysing, and explaining, pay differentials in your organisation in a structured manner