is a voluntary organisation committed to reducing the gender pay gap in New Zealand through policy and initiatives to advance pay equity in general and equal pay for work of equal value in particular.
Our members' expertise and experience spans the breadth and history of this important policy issue. The purpose of this website is to provide background information for the current campaign and for the media.
CEVEP has campaigned for effective pay equity policy and legislation since 1986. Our activities include advocating to government and political parties, writing submissions and appearing before select committees, producing materials on pay equity for the public and the media, and organising tours of overseas experts to New Zealand.
In April 2013, CEVEP was invited to be an 'intervening' party to a pay equity test case taken under the Equal Pay Act 1972 by resthome caregiver Kristine Bartlett and the Service & Food Workers Union (now called E Tu).
CEVEP is an active member
For the latest news on the Pay Equity Challenge, see the Coalition's website, blog and RSS feed.
The Pay Equity Challenge Coalition is a broad coalition of community, employer, union, and academic groups who are committed to putting pay equity issues back on the government's, and New Zealand's, agenda.
CEVEP supports the Working Women's Charter, adopted by the Federation of Labour and Public Service Association back in 1980 - and still relevant to working women today.
Contact CEVEP at email@example.com
www.cevepnz.org.nz, 9 March 2018
CEVEP is delighted that new Minister for Women Hon. Julie-Anne Genter (Green Party), as her first task in office, announced that the Employment (Pay Equity & Equal Pay) Bill introduced by the out-going National goernment has been dropped. All the parties now in government opposed the introduction of this Bill. See the Bill here, see CEVEP's submission here.
There is no reason why current pay equity claims can't roll on under the legislation we've got, as clarified by the courts. And, indeed, this is what is happening - see here.
Under the Coalition Government agreements, the Minister for Women will be responsible for pay equity policy and legislation. Minister Genter has stated her commitment to ensuring pay equity for women across the core public sector as quickly as possible and to progressing other claims. It is likely that the Equal Pay Act will be updated.
In early December 2017, CEVEP met the Minister to present a Proposal for Policy and Legislative Action on Equal Pay and Pay Equity. This addresses the need for an expert advisory unit to support claimants, employers and the public (as advised by Joint Working Group Chair Dame Patsy Reddy in May. It also includes a proposed Bill drafted by CEVEP that confirms current rights and criteria, establishes clearn procedures, and ensures specialist expertise within the Employment Relations Authority and Mediation Service.
Oh dear, on 22 February 2018, National's dreadful 2017 pay equity bill popped out of the ballot box for private members' bill. As all the parties in government already voted against this bill and are already writing their own legislation, this move by National is just a waste of parliamentary time.
Minister Gender asked the Joint Working Group of employers and unions to look again Nos. 2 and 9 of the Principles for the Implementation of Equal Pay that they recommended to the previous government. Principle 2 allows a woman's employer to decide whether her claim has 'merit' based on her presentation of historical and labour market evidence. Principle 9 relates to selecting male comparators. On 4 March 2018, new recommendations were released, with very minor wording changes in 2. but no change of process, and no change at all on 9.
In CEVEP's view, these two Principles are not consistent with women's rights under current legislation and with the Bartlett Judgments. They will make it harder for women to acjoeve pay equity. We recommend that 2. be dropped entirely and that 9. be reivsed to require female-dominated work to be compared with 2 or mor male jobs in male dominated sectors.
The offer settling the Bartlett pay equity claim lifts care and support workers' pay to between $19 and $23.50 from 1 July 2017, rising to between $21.50 and $27 in July 2021.
This claim was first with the Employment Court in 2012, leading to judgments clarifying that Equal Pay Act did allow equal pay for work of equal value claims for women's and men's typically different work. The government, which funds most care work from our taxes, then set up a Joint Working Group to develop Principles for Implementing Equal Pay and another Joint Working Group to negotiate settlement of Kristine Bartlett's claim. After 17 months a settlement was announced which the government extended agreed pay increases to 55,000 care and support workers in aged care and disability residences, with staggered implementation of new rates from 1 July 2017.
Delivering this settlement across multiple employers required legislation. CEVEP supports the settlement's application to 55,000 carers. However, we expressed concern to the Select Committee that the Bill didn't just implement the settlement as agreed by employers and unions, it used legislation itself to extinguish or undermine women's right to claim a full pay equity rate of pay over an 11 year period.
See CEVEP's submission here.
In February 2018, the government announced that the Bartlett settlement would be extended to care workers in mental health.