The Equal pay act was first formed in the year 1970 by UK Government, according to which equal pay should be given to the employees for same work irrespective of their gender. However, at that time, this law did not come into existence for next 5 years. There were few issues due to which the Act was not able to be implemented. The first issue raised was that in order to compare the pays of the men and women there should be men and women performing the same task but due to occupational segregation at the organizations men and women were given task all together. The tasks given to men were considered superior in comparison to the women. Second issue was with respect to the fight against discrimination (Ferri & Maber, 2013). The act was helpful and would provide a back dated cheque to all those who were ill-treated but this could only be done if the woman proves the same. The employer has no role to play in this which makes it difficult for the ladies to prove their point. Similarly there were many other laws which were formed but due to some reason never have been implemented.
In the year 2010, Equality Act almost similar to Equal pay act was introduced, but this act gave power to government to impose and implement the act by auditing the pay with the help of rules and regulations. The Equality Act 2010 also brought in many of the other small legislations under one act. Majorly there are nine acts which were brought under equality Act namely the Equal Pay Act 1970, Sex Discrimination Act 1975, Race Relations Act 1976, Disability Discrimination Act 1995, Employment Equality (Religion or Belief) Regulations 2003, Employment Equality (Sexual Orientation) Regulations 2003, Employment Equality (Age) Regulations 2006, Equality Act 2006, Part 2 and Equality Act (Sexual Orientation) Regulations 2007 (Hepple, 2010).