Equal pay policy statement

Updated on 11 November 2020

The University of Dundee is committed and fully supports the principles of equality and diversity in employment

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We believe as part of that principle that all staff, regardless of age, disability, gender, race, religion or belief, sexual orientation, or any other irrelevant distinction should receive equal pay for the same or broadly similar work, for work rated as equivalent and work of equal value.

The University understands that equal pay between men and women is a legal right under both the UK and European legislation.

The University recognises that in order to achieve equal pay for employees doing work of equal value it should operate a pay system which is fair, equitable, transparent, based on objective criteria and free from unlawful bias. We will use the HERA (Higher Education Role Analysis) system to help us with determining equal pay.

Equal Pay Legislation

The right to equal pay for work of equal value is set out in Article 141 of the EU Treaty, which states: “Each Member State shall ensure that the principle of equal pay for male and female workers for work of equal value is applied.”

In the UK, the right to equal pay is set out in the Equal Pay Act 1970. The Equal Pay Act 1970 gives an individual a right to the same contractual pay and benefits as a person of the opposite sex in the same employment, where the man and woman are doing:

  • like work
  • work related as equivalent under an analytical job evaluation scheme
  • work that is proved to be of equal value

The employer will not be required to provide the same pay and benefits if it can prove that the difference in pay or benefits is genuinely due to a material factor that is not tainted by sex discrimination reason.

The Pay Package

The Equal Pay Act 1970 covers all aspects of the pay and benefits package, including:

  • basic pay
  • overtime rates and allowances
  • non-discretionary bonuses•Performance related benefits
  • severance and redundancy pay•Access to pension schemes
  • benefits under pension schemes
  • hours of work•Company cars
  • sick Pay
  • holiday pay
  • fringe benefits such as travel allowances

Action to Implement Equal Pay Policy

In order to put our commitment into practice we will:

  • Implement the current work being undertaken on the Framework Agreement which provides an opportunity to the University to update and reform the existing pay and grading structures, in partnership with the campus trade unions.
  • Undertake a comprehensive Equal Pay Review in line with EOC Code of Practice for all current staff and starting pay for new staff (including those on maternity leave, career breaks, or non-standard contracts).
  • Carry out regular Equal Pay reviews using published guidance to determine what further objectives are required to deal with continuing gender pay gaps•Carry out regular monitoring of the impact of our pay practices and report progress at least every three years.
  • Inform employees of how these practices work and how their own pay is determined
  • Provide training and guidance to managers and supervisory staff directly involved in decisions about pay and benefits.
  • Discuss and agree the equal pay policy with recognised campus trade unions, prior to University Court approval.

The University intends, through the implementation and monitoring of this policy, to avoid unfair and unlawful discrimination and to reward all staff fairly for the work to which they are appointed or promoted having regard to their job related skills, experience and competencies. In this way, the University aims to enhance its image and reputation as an employer.


The findings of the equal pay audit will be reviewed by the Equality and Diversity Working Group, Gender Equality Network and the People Committee. Equal pay statistics will be presented annually to the People Committee for consideration. 


The Director of People is responsible for implementing this policy.


Complaints or enquiries about the lack of equal pay should, in the first instance, be made to the relevant Line manager, Head of College/School/Department or Senior People Partners. If these informal approaches do not satisfy the employee the complaint may be followed and dealt with the University grievance procedures.


Close the Gap 

Equal Opportunities Commission