Employment (Pay Equity and Equal Pay) Bill

  • lapsed on 22 August 2017

Hon Michael Woodhouse

Employment (Pay Equity and Equal Pay) Bill

Government Bill



Explanatory note
4Overview of Act
6Transitional, savings, and related provisions
7Act binds the Crown
8Equal treatment
9Types of claim
10Choice of proceedings
11Equal pay or unlawful discrimination (non-remuneration) claims
12Limitation period for equal pay claims
13Criteria to be applied
14Employee may make pay equity claim
15Requirements relating to pay equity claims
16Employer must notify certain other employees
17Employer must form view as to whether pay equity claim has merit
18Process applies to claims that have merit
19Consolidation of claims by multiple employees
20Consolidation of claims against multiple employers
21Good faith in pay equity bargaining process
22Duty to provide information
23Matters to be assessed
24Identifying appropriate comparators
25Settling pay equity claim
26Relationship between pay equity claims and collective bargaining
27Parties may refer issues to mediation
28Purpose of facilitating pay equity claim
29Reference to Authority
30When Authority may accept reference
31Limitation on which member of Authority may provide facilitation
32Process of facilitation
33Statements made by parties during facilitation
34Proposals made or positions reached during facilitation
35Recommendation by Authority
36Parties must deal with Authority in good faith
37Parties may apply for determination by Authority
38If Authority determines pay equity claim has merit
39Process on application to fix terms and conditions
40Limitation period where pay equity claim is resolved by determination
41Pay equity records
42Employee who makes claim must not be treated adversely
43Penalty for non-compliance
44Pay equity claims by employees of education service
46Related amendments to Employment Relations Act 2000
47Section 100A amended (Codes of employment practice)
48Section 100C replaced (Authority or court may have regard to code of practice)
100CAuthority or court may have regard to code of employment practice
49Consequential amendments to Employment Relations Act 2000

The Parliament of New Zealand enacts as follows: