0370 270 6000

already registered?

Please sign in with your existing account details.

need to register?

Register to access exclusive content, sign up to receive our updates and personalise your experience on brownejacobson.com.

Privacy statement - Terms and conditions

would you work for free?

8 November 2019

The gender pay gap continues to make headlines but disparities in pay for disabled workers is given significantly less attention. This week marked the first ever “Disability Pay Gap Day”, branded by the TUC. Based on new analysis carried out by the TUC, Monday 4 November marked the day that (on average) disabled people effectively stop getting paid for the rest of the year. The disability pay gap is on the rise with the current gap standing at 15.5%, meaning that disabled workers earn around £1.65 less an hour – or, put another way, they effectively work for free for the last 57 days of the year.

There is currently no requirement on organisations to report on any disability pay gap. However, there are calls for the same to be introduced. Practically, thought would need to be given as to how any such reporting would work and, in particular, what comparison should be used as the size of the pay gap varies considerably between different disabilities – the gaps for those with neurological disorders, mental illness or learning difficulties and disabilities tend to be larger.

Obligations to calculate disability pay gaps would certainly help to raise awareness of the issues faced by disabled workers but it is important to note that, as with gender pay reporting, it would only provide snap-shot figures – there are other equally important steps that employers can take to ensure disabled workers are treated fairly within the workplace – starting with recruitment processes onwards.

related opinions

Is it reasonable to dismiss an employee without any prior procedure being followed as a result of a breakdown in relations?

The Employment Appeal Tribunal (EAT) has upheld the Employment Tribunal’s (ET) finding that a dismissal may be fair despite no prior procedure being followed.

View blog

Furloughed employees entitled to full pay for redundancy purposes

The government has brought in new legislation to ensure that any employees who have been furloughed will have their statutory redundancy pay calculated based on their full-time wages as opposed their furloughed pay in the event that they are made redundant.

View blog

Return to work – all change or more of the same?

The Government has announced that its workplace guidance will change with effect from 1 August and its “work from home” message will be removed.

View blog

Will there be a return of employment tribunal fees?

The Government is reportedly considering the reinstatement of tribunal fees in respect of employment claims.

View blog

Sarah Hooton

Sarah Hooton

Professional Development Lawyer

View profile

mailing list sign up



Select which mailings you would like to receive from us.

Sign up