Equal Pay for Public Service/ACC and Kāinga Ora

The PSA has set itself the goal that by 2024 all PSA members will be paid equally for work of equal value.


We are working hard to achieve this for PSA members in the Public Service/ACC and Kāinga Ora.

You may have heard of the great outcomes for Oranga Tamariki social workers from our equal pay claim, but there is other work going on behind the scenes. 

Read on to find out more about our progress:

In October 2019, a claim was made for the implementation of Equal Pay on behalf of PSA members who predominantly perform clerical and administrative work. 

The PSA believes that members covered by this claim suffer from unlawful gender-based pay discrimination as defined under the Act.  This work has historically, and is currently, predominantly performed by female employees and it is currently, and has historically, been undervalued.  This claim is being made under the Equal Pay Act 1972 (the Act) and the Government Service Equal Pay Act 1960. 

This letter formally raises a claim on behalf of PSA members who predominantly perform clerical and administrative work, however defined or described, and without limitation to this term including those who perform customer support work and call centre work,  outlining the basis of the claim and a proposed pathway for addressing the gender-based undervaluation of these workers.

Click here to read the claim letter.

The PSA has been working towards Equal Pay for Public Servants through a myriad of channels. 

Gender Pay Principles agreed

After a claim filed by us against the State Services Commissioner on behalf of all woman public servants, the Gender Pay Principles Working Group was established. It is made up of unions, State Sector agencies and the Commission, and through a collaborative process we have agreed a set of Gender Pay Principles.

The aim of the Principles is to ensure working environments in the State Sector are free from gender- based inequalities, all employees are able to achieve their full potential regardless of their gender, and gender pay gaps are eliminated. The Working Group, including PSA reps, is currently producing suites of guidance , and workshops for agencies to help them deliver on the Principles and the Government's Gender Pay Gap Action Plan.

Mana Wahine claim progressing

In an historic milestone for the PSA, Te Rūnanga o Ngā Toa Āwhina has taken a claim to the Waitangi Tribunal Claim Wai 2864 calls on the Crown to address inequities in employment suffered by wāhine Māori that have relegated generations of wāhine Māori to low paid jobs with vulnerable work conditions.

Government Gender Pay Action Plan underway

The PSA agreed this with the government   It sets out the main actions needed to achieve equal pay in the Public Service. This includes that, by the end of next year, all agencies will have eliminated pay gaps for women and men in the same roles; there will be flexible working by default; and pay systems and starting salaries will be free from bias and discrimination.

Your Agency's Gender Pay Action Plans

Each department is required to have a Gender Pay Action Plan that is updated every year. Your PSA reps are engaging with your employer to make sure that they do have a plan in place and that it meets our expectations.

Identifying the priority areas for future equal pay claims

We are co-chairing - with an agency-lead - a joint working group that has been tasked by Ministers to identify the jobs in the public service that are low-paid and female-dominated, and with a large proportion of Māori or Pasefika job holders. These will be the priority areas for future equal pay claims.

Our PSA Public Service Sector Strategy

As your reps on the PSA Public Service Sector Committee, we have set a strategy that includes the activity above and also raising equal pay, and in particular the Gender Pay Principles, in all collective bargaining where your terms and conditions of employment are renegotiated.