Scientific Journal of the National Academy of Internal Affairs

The purpose of covering the issue of equal remuneration for work of equal value. Consider the principle of equal pay. Methodology. The article uses a set of scientific methods, namely: terminological, historical and legal, system-structural, formal-logical, comparative-legal. Scientific novelty. It is noted that the concept of work of equal value includes the concept of equal work and at the same time more broadly. It is noted that in some countries the law provides for equal pay, which is performed in similar conditions or requires similar qualifications and skills. This approach, although it is part of the concept of equal value, is limited to the comparison of similar things. The thesis is that equal pay of equal value covers not only cases where men and women perform the same or similar work, but also a more common situation when they perform different work. If men and women perform work of different content, with different responsibilities, requiring different skills and qualifications, and performed in different conditions, but generally of equal value, they should be equally rewarded. This concept is crucial for eliminating discrimination and promoting equality, as women and men often do different jobs, in different settings and even in different organizations. Women are still concentrated in a limited range of work activities, and the work of mostly women is generally underestimated. In order to correctly determine whether the remuneration is equal, it is necessary to compare all components of remuneration. It is for these reasons that the term “reward” should be interpreted in a broad sense. Conclusions. Forms of wage setting are important to ensure the realization of the right to fair pay, in particular, for equality in pay. The following are distinguished: 1) nationwide establishment of the level of wages by the government or state bodies; 2) negotiations on the conclusion of a collective agreement; 3) court decisions on labor issues or other bodies; 4) agreement between the employer and the employee. It is stated that regardless of the type of forms and system of remuneration, which is chosen by a particular employer or operates throughout the country, an integral component of such a system should be equality in remuneration, which is part of fair remuneration