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, 29 March 2019
Please sign the HRC's petition here.
In CEVEP's view, if Kristine Bartlett’s 2013 claim had been taken under this new Bill, she’d still be waiting for pay equity, or might even have lost her case.
Pay equity is human rights for women, ratified by New Zealand. Progress is at last being made on pay equity claims under the Equal Pay Act 1972. Yet this Equal Pay Amendment Bill to update the legislation and incorporate the Joint Working Group's Principles:-
* Undermines our current rights and access to Authority and Court determination,
* Adds snakes and ladders processes that slow claims down,
* Makes pay equity just another bargaining issue, and
* Discriminates against women by reducing our right to back pay.
It does this by imposing an inappropriate market-bargaining model on complaints-based human rights legislation. This Bill needs major changes if it is to achieve the government's policy goals for New Zealand women.
Here is CEVEP's full submission on the Bill, together with a summary. See CEVEP's Labour Day media release here. Submissions are currently being considered by Parliament's Education & Workforce Committee. Follow the parliamentary process here. The select committee report is due out on 14 May 2019.
Meanwhile, current pay equity claims roll on under the legislation we've got, as clarified by the courts. See here.
In late 2017 CEVEP was delighted that new Minister for Women Hon. Julie-Anne Genter (Green Party) announced that the Employment (Pay Equity & Equal Pay) Bill introduced by the out-going National government had been dropped. All the parties now in government opposed the introduction of this Bill. See the Bill here, see CEVEP's submission here.
In early December 2017, CEVEP had met the Minister to present a Proposal for Policy and Legislative Action on Equal Pay and Pay Equity. This addressed 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 included a proposed Bill drafted by CEVEP that confirmed current rights and criteria, established clear procedures, and ensured specialist expertise within the Employment Relations Authority and Mediation Service.
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.
Settlement for school support workers
On 14 August 2018 NZ Education Institute and the government announced settlement of a pay equity claim for 329 support workers in early childhood and primary schools employed directly by the Ministry of Education to assist young children with severe learning and behavioural challenges. Currently paid between $16.77 and $19.87 an hour, their minimum hourly rate will move to $21.67 with a new top step of $24.73 with 4-9 years' service and $25.70 for 10 or more years' service, as of 1 July. This was a negotiated settlement that was not based on job evaluations and comparisons.
Settlement for social workers
On 25 September 2018 the Public Service Association secured an offer for 1,300 social workers at Oranga Tamariki (formerly Child Youth & Family) that would lift their average pay by just over 30%. The claim was lodged in 2015, following the Bartlett vs Terranova judgment.