Equality Bill

House of Lords

Session 2009 - 10
Internet Publications
Other Bills before Parliament

Equality Bill

Equality Bill
Part 5 — Work
Chapter 3 — Equality of terms
43

(3)
The trustees or managers may by resolution make non-discrimination
alterations to the scheme.
(4)
Non-discrimination alterations may have effect in relation to a period before
the date on which they are made.
(5)
Non-discrimination alterations to an occupational pension scheme are such
5
alterations to the scheme as may be required for the provisions of the scheme
to have the effect that they have in consequence of section 61(3).
63
Communications
(1)
In their application to communications the following provisions apply in
relation to a disabled person who is a pension credit member of an
10
occupational pension scheme as they apply in relation to a disabled person
who is a deferred member or pensioner member of the scheme—
(a)
section 61;
(b)
section 119;
(c)
section 125;
15
(d)
paragraph 19 of Schedule 8 (and such other provisions of that Schedule
as apply for the purposes of that paragraph).
(2)
Communications include—
(a)
the provision of information;
(b)
the operation of a dispute resolution procedure.
20
Chapter 3
Equality of terms
Sex equality
64
Relevant types of work
(1)
Sections 66 to 70 apply where—
25
(a)
a person (A) is employed on work that is equal to the work that a
comparator of the opposite sex (B) does;
(b)
a person (A) holding a personal or public office does work that is equal
to the work that a comparator (B) of the opposite sex does.
(2)
The references in subsection (1) to the work that B does are not restricted to
30
work done contemporaneously with the work done by A.
65
Equal work
(1)
For the purposes of this Chapter, A’s work is equal to that of B if it is—
(a)
like B’s work,
(b)
rated as equivalent to B’s work, or
35
(c)
of equal value to B’s work.
(2)
A’s work is like B’s work if—
(a)
A’s work and B’s work are the same or broadly similar, and

Equality Bill
Part 5 — Work
Chapter 3 — Equality of terms
44

(b)
such differences as there are between their work are not of practical
importance in relation to the terms of their work.
(3)
So on a comparison of one person’s work with another’s for the purposes of
subsection (2), it is necessary to have regard to—
(a)
the frequency with which differences between their work occur in
5
practice, and
(b)
the nature and extent of the differences.
(4)
A’s work is rated as equivalent to B’s work if a job evaluation study—
(a)
gives an equal value to A’s job and B’s job in terms of the demands
made on a worker, or
10
(b)
would give an equal value to A’s job and B’s job in those terms were the
evaluation not made on a sex-specific system.
(5)
A system is sex-specific if, for the purposes of one or more of the demands
made on a worker, it sets values for men different from those it sets for women.
(6)
A’s work is of equal value to B’s work if it is—
15
(a)
neither like B’s work nor rated as equivalent to B’s work, but
(b)
nevertheless equal to B’s work in terms of the demands made on A by
reference to factors such as effort, skill and decision-making.
66
Sex equality clause
(1)
If the terms of A’s work do not (by whatever means) include a sex equality
20
clause, they are to be treated as including one.
(2)
A sex equality clause is a provision that has the following effect—
(a)
if a term of A’s is less favourable to A than a corresponding term of B’s
is to B, A’s term is modified so as not to be less favourable;
(b)
if A does not have a term which corresponds to a term of B’s that
25
benefits B, A’s terms are modified so as to include such a term.
(3)
Subsection (2)(a) applies to a term of A’s relating to membership of or rights
under an occupational pension scheme only in so far as a sex equality rule
would have effect in relation to the term.
(4)
In the case of work within section 65(1)(b), a reference in subsection (2) above
30
to a term includes a reference to such terms (if any) as have not been
determined by the rating of the work (as well as those that have).
67
Sex equality rule
(1)
If an occupational pension scheme does not include a sex equality rule, it is to
be treated as including one.
35
(2)
A sex equality rule is a provision that has the following effect—
(a)
if a relevant term is less favourable to A than it is to B, the term is
modified so as not to be less favourable;
(b)
if a term confers a relevant discretion capable of being exercised in a
way that would be less favourable to A than to B, the term is modified
40
so as to prevent the exercise of the discretion in that way.
(3)
A term is relevant if it is—
(a)
a term on which persons become members of the scheme, or

Equality Bill
Part 5 — Work
Chapter 3 — Equality of terms
45

(b)
a term on which members of the scheme are treated.
(4)
A discretion is relevant if its exercise in relation to the scheme is capable of
affecting—
(a)
the way in which persons become members of the scheme, or
(b)
the way in which members of the scheme are treated.
5
(5)
The reference in subsection (3)(b) to a term on which members of a scheme are
treated includes a reference to the term as it has effect for the benefit of
dependants of members.
(6)
The reference in subsection (4)(b) to the way in which members of a scheme are
treated includes a reference to the way in which they are treated as the scheme
10
has effect for the benefit of dependants of members.
(7)
If the effect of a relevant matter on persons of the same sex differs according to
their family, marital or civil partnership status, a comparison for the purposes
of this section of the effect of that matter on persons of the opposite sex must
be with persons who have the same status.
15
(8)
A relevant matter is—
(a)
a relevant term;
(b)
a term conferring a relevant discretion;
(c)
the exercise of a relevant discretion in relation to an occupational
pension scheme.
20
(9)
This section, so far as relating to the terms on which persons become members
of an occupational pension scheme, does not have effect in relation to
pensionable service before 8 April 1976.
(10)
This section, so far as relating to the terms on which members of an
occupational pension scheme are treated, does not have effect in relation to
25
pensionable service before 17 May 1990.
68
Sex equality rule: consequential alteration of schemes
(1)
This section applies if the trustees or managers of an occupational pension
scheme do not have power to make sex equality alterations to the scheme.
(2)
This section also applies if the trustees or managers of an occupational pension
30
scheme have power to make sex equality alterations to the scheme but the
procedure for doing so—
(a)
is liable to be unduly complex or protracted, or
(b)
involves obtaining consents which cannot be obtained or which can be
obtained only with undue delay or difficulty.
35
(3)
The trustees or managers may by resolution make sex equality alterations to
the scheme.
(4)
Sex equality alterations may have effect in relation to a period before the date
on which they are made.
(5)
Sex equality alterations to an occupational pension scheme are such alterations
40
to the scheme as may be required to secure conformity with a sex equality rule.

Equality Bill
Part 5 — Work
Chapter 3 — Equality of terms
46

69
Defence of material factor
(1)
The sex equality clause in A’s terms has no effect in relation to a difference
between A’s terms and B’s terms if the responsible person shows that the
difference is because of a material factor reliance on which—
(a)
does not involve treating A less favourably because of A’s sex than the
5
responsible person treats B, and
(b)
if the factor is within subsection (2), is a proportionate means of
achieving a legitimate aim.
(2)
A factor is within this subsection if A shows that, as a result of the factor, A and
persons of the same sex doing work equal to A’s are put at a particular
10
disadvantage when compared with persons of the opposite sex doing work
equal to A’s.
(3)
For the purposes of subsection (1), the long-term objective of reducing
inequality between men’s and women’s terms of work is always to be regarded
as a legitimate aim.
15
(4)
A sex e quality rule has no effect in relation to a difference between A and B in
the effect of a relevant matter if the trustees or managers of the scheme in
question show that the difference is because of a material factor which is not
the difference of sex.
(5)
“Relevant matter” has the meaning given in section 67.
20
(6)
For the purposes of this section, a factor is not material unless it is a material
difference between A’s case and B’s.
70
Exclusion of sex discrimination provisions
(1)
The relevant sex discrimination provision has no effect in relation to a term of
A’s that—
25
(a)
is modified by, or included by virtue of, a sex equality clause or rule, or
(b)
would be so modified or included but for section 69 or Part 2 of
Schedule 7.
(2)
Neither of the following is sex discrimination for the purposes of the relevant
sex discrimination provision—
30
(a)
the inclusion in A’s terms of a term that is less favourable as referred to
in section 66(2)(a);
(b)
the failure to include in A’s terms a corresponding term as referred to
in section 66(2)(b).
(3)
The relevant sex discrimination provision is, in relation to work of a
35
description given in the first column of the table, the provision referred to in
the second column so far as relating to sex.

Description of work
Provision

Employment
Section 39(2)

Appointment to a personal office
Section 49(6)

40

Appointment to a public office
Section 50(6)