Most of the Equality Act comes into force today, bringing together laws on sex, race, age and other discrimination and ensuring that they work in a consistent way.

The law now bans pay secrecy clauses, which the Government hopes will help to wipe out unequal pay between men and women.

The law was passed by Parliament before this year's general election, and there were fears that the new Government would suspend or delay its implementation. It has stuck to the previous government's timetable, though, and claims that the law will reduce the administrative burden on businesses.

"The Act brings together nine different laws – including the Equal Pay Act – into a single piece of legislation, simplifying the law and reducing the administrative burden on businesses," said a Home Office statement.

Home Secretary and Minister for Women and Equality Theresa May said that the provisions on equal pay are to be welcomed.

"From today the gagging clauses that stop people discussing their pay with their colleagues will be unenforceable, allowing women - and men - to find out if they're being paid unfairly," she said. "This move towards transparency is just one part of the Equality Act, which also makes it easier for businesses to comply with discrimination law by streamlining the equality laws, and provides more protection to disabled people."

The Government said that around 90% of the Act will come into force today, with plans for the remainder of the Act to be announced in the future. It is common for new laws to come into effect in stages.

Selwyn Blyth, an employment law expert at Pinsent Masons, the law firm behind OUT-LAW.COM, wrote in an opinion piece today that equal pay was an issue for all employers, and that companies must abide by the new laws.

"Many private sector employers wrongly assume that equal pay is an issue for the public sector only," he wrote. "That is perhaps understandable: the highest-profile cases today involve Birmingham City Council and the NHS. But claims in the private sector do arise, such as in the financial services sector where pay structures can be shrouded in secrecy."

"In these challenging economic times it's more important than ever for employers to make the most of all the talent available," said May. "When a company reflects the society it serves, it's better for the employer, the employees and the customers, so being a woman should never be a barrier to being treated fairly at work."

The law could also have an effect on the providers of information services, forcing them, like the Disability Discrimination Act which it replaces, to make sure that disabled users have the same access to services that non-disabled users do.

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