§ Viscount Astor
asked Her Majesty's Government:
Whether accommodation or other benefits can be taken into account for the purposes of determinations in relation to: (a) the National Minimum Wage Act 1998; (b) the Sex Discrimination Act 1975; and (c) the Equal Pay Act 1970. [HL494]
§ Lord Sainsbury of Turville
Under the National Minimum Wage Regulations 1999 (Amendment) Regulations 2003, where an employer provides accommodation to a worker, he may deduct up to £3.50 per day or £24.50 per week from the worker's salary. If an employer deducts more than this amount, the excess amount will not count towards minimum wage pay.
The Equal Pay Act gives men and women doing equal work the right to equality in the terms of their 26WA contract of employment. This means it covers both pay and other benefits such as accommodation provided by the contract of employment. The Sex Discrimination Act covers non-contractual benefits, which could include accommodation.