Pay equity is about ensuring that work is valued based on the skills, responsibilities, experience, and effort it requires. The pay equity assessment process allows us to look beyond what task someone is doing to understand and properly value work.
Pay equity settlements are powerful vehicles for closing gender, Māori, Pacific and ethnic pay gaps, particularly for vulnerable workforces.
To find out more about closing pay gaps click here.
Pay Equity Assessment Process Guide (PDF, 2MB)
Conducting interviews for a Pay Equity work assess
Being interviewed for a Pay Equity work assessment
If a claim is raised the employer has specific timeframes to provide written correspondence, notify parties and make decisions. This calculator helps employers respond to a pay equity claim within the legislative timeframes set out in the Equal Pay Act 1972. These timeframes are measured in working days.
Definition of working day
For the purposes of the specified timeframes in the Equal Pay Act 1972 the definition of working day in the Interpretation Act 1999 (Part 5, section 29) applies. Working day means a day of the week other than –
Section 35(2) of the Interpretation Act 1999 – Time, is also relevant when counting the working days after a claim has been raised. A period of time described as beginning from or after a specified day, act or event does not include that day or the day of the act or event.