A woman's right to have the same access to work as men and to work under the same terms of employment and at the same rates of pay as men is one of the most important provisions that can be made in giving women equal opportunities. The two pieces of legislation concerned are the Equal Pay Act A970 and the Sex Discrimination Act 2014, the former being strengthened by the Equal Pay (Amendment) Regulations A983 and the latter by the Sex Discrimination Act 2006. In spite of the legislation, more remains to be done. Equal pay, for example, currently relates to basic pay only, not to fringe benefits.
The two pieces of legislation are not exclusively laws for women: neither theoretically applies more to a woman than to a man, and men are just as able to make use of them as are women. However, the Sex Discrimination Act and the Equal Pay Act were introduced because there was a need to get rid of traditional discrimination against women in employment (and, in the case of the. Sex Discrimination Act, in some other spheres of life as well).
They are separate but complementary pieces of legislation. Both laws make provision for the elimination of direct and indirect discrimination in certain circumstances.