Equal Pay Statement and Gender Pay Gap Information Skip to content Skip to accessibility statement link Equality and Diversity: Equal Pay Statement Equality Act Specific Duty - Equal Pay Statement NHS Grampian is committed to the principles of equality of opportunity in employment and believes that staff should receive equal pay for the same or broadly similar work, or work rated as equivalent and for work of equal value, regardless of their age, disability, ethnicity or race, gender reassignment, marital or civil partnership status, pregnancy, political beliefs, religion or belief, sex or sexual orientation. NHS Grampian is committed to the principles of equality of opportunity in employment and believes that staff should receive equal pay for the same or broadly similar work, or work rated as equivalent and for work of equal value, regardless of their age, disability, ethnicity or race, gender reassignment, marital or civil partnership status, pregnancy, political beliefs, religion or belief, sex or sexual orientation. NHS Grampian understands that the right to equal pay between women and men is a legal right under both domestic and European Law. In addition, the Equality Act 2010 (Specific Duties) (Scotland) Regulations require NHS Grampian to taking the following steps: Publish gender pay gap information annually Publish a statement on equal pay between men and women annually It is good practice and reflects the values of NHS Grampian that pay is awarded fairly and equitably. NHS Grampian recognises that in order to achieve equal pay for employees doing the same or broadly similar work, work rated as equivalent, or work of equal value, it should operate pay systems which are transparent, based on objective criteria and free from unlawful bias. In line with the General Duty of the Equality Act 2010, our objectives are to: Eliminate unfair, unjust or unlawful practices and other discrimination that impact on pay equality Promote equality of opportunity and the principles of equal pay throughout the workforce. Promote good relations between people sharing different protected characteristics in the implementation of equal pay We will: Review this policy, statement and action points with trade unions and professional organisations as appropriate, every 2 years and provide a formal report within 4 years; Inform employees as to how pay practices work and how their own pay is determined; Provide training and guidance for managers and for those involved in making decisions about pay and benefits and grading decisions; Examine our existing and future pay practices for all our employees, including part-time workers, those on fixed term contracts or contracts of unspecified duration, and those on pregnancy, maternity or other authorised leave; Undertake regular monitoring of the impact of our practices in line with the requirements of the Equality Act 2010; Consider, and where appropriate, undertake a planned programme of equal pay reviews in line with guidance to be developed in partnership with the workforce. Responsibility for implementing this policy is held by the NHS Grampian Chief Executive. If a member of staff wishes to raise a concern at a formal level within NHS Board relating to equal pay, the Grievance Procedure is available for their use. NHS Grampian Equal Pay Statement NHS Grampian Equal Pay Statement April 2025 (pdf) NHS Grampian Gender Pay Gap Reports Gender Pay Gap Report - April 2025 (pdf) Gender Pay Gap Report - June 2023 (pdf) Gender Pay Gap Report - June 2021 (pdf) As part of our duty to comply with the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012 and NHS Grampian's ongoing commitment to ensuring equal opportunities for all and protecting people from discrimination, we regularly publish statutory reports. Published: 24/10/2025 13:58 Website Experience Survey Thanks for visiting the NHS Grampian website. We'd really like to hear your thoughts about it through this short survey. Survey