Work is underway to eliminate the gender pay gap in the Public Service and to resolve pay equity claims in the State sector.
Ensuring women's pay reflects their skills, efforts and responsibilities, and is not negatively affected by their gender, is about fundamental human rights. It is a priority for the Government, Public Service chief executives and State sector leaders.
The Gender Pay Taskforce l Te Rōpū Whakarite Utu Ira Tangata is a partnership between the Ministry for Women and Te Kawa Mataaho Public Service Commission to realise the Government’s aims on the gender pay gap and pay equity. The Taskforce:
There is more information about the gender pay gap on the Ministry for Women website, and there is information about the gender pay gap in the Public Service in the annual Public Service Workforce Data reports.
The Public Service Act 2020 (the Act) provides a new role for the Public Service Commissioner (Commissioner) for pay equity claims in the Public Service, similar to the Commissioner’s existing role to negotiate collective agreements in the Public Service. The Commissioner is responsible for dealing with pay equity claims as if the Commissioner were the employer, and may delegate his/her functions and powers for claims to Public Service chief executives. A single delegation instrument which delegates the Commissioner’s functions and powers for both pay equity claims and collective agreements is available here.
Raising a claim
Assessing a claim
This calculator is to help employers respond to a pay equity claim within the legislative timeframes set out in the equal Pay Act 1972. If a claim is raised the employer has specific timeframes in which to provide written correspondence, notify parties and make decisions. 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 –
(2) 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.
 The Gender-Inclusive Job Evaluation Standard was prepared under the supervision of a committee established under the Standards Act 1988 comprising Business NZ, Council of Trade Unions (CTU), Department of Labour, District Health Boards NZ, Equal Employment Opportunities Trust (EEO Trust), Expertise Limited, Hay Group, Human Resources Institute of NZ (HRINZ), Human Rights Commission, Mercer Human Resource Consulting, Ministry of Health, the then State Services Commission, Strategic Pay Limited, Top Drawer Consultants, refer NZ Standard NZS 8007:2006. The Standard is available at: www.shop.standards.govt.nz/catalog/view