The most important and critical issue in the companies is Unequal pay which is also known as 'Pay Gap'. When unequal treatment is given to the equals then Discrimination arises. History tells us that man always accepted the concept that the place of women was in the home. Because of low level of pay work of women, they are always undervalued. Prior to the Equal Pay Act in 1970, two conclusions have come from collective agreement.
a)Having one pay rate for women workers
b)Having no differences in grades of work or levels of skills.
From the 19th Century, the entry of women in the profession has been increased. A gradual change in the climate of discrimination has come due to the arrival of high pressures for women's rights. Basic pay is not only the input to equal pay but other benefits and allowances are also the important part of the equal pay. Organisations have a legal obligation to provide equal pay for equal work that is free from gender bias. The principle of Equal Pay for Equal Work was first considered in Kishori Mohanlal Bakshi v. Union of India in the year 1962 where the Supreme Court declared it incapable of being enforced in the court of law. However, it received due recognition only in 1987 through Mackinnon Mackenzie's case. Here the issue of concern was a claim for equal remuneration for Lady Stenographers and Male Stenographers. This was ruled in favour of lady stenographers as the Court was in favour of equal pay.
Equal pay for work of equal value means that every employee has to get equal remuneration, without any bias, when work is same or similar.