A trade union, Unison, is urging major employers to be legally required to review their pay structures every three years to ensure that women receive equal treatment. The union argues that the current equal pay system is outdated and ineffective, as it relies heavily on employees initiating complex and lengthy legal battles against employers suspected of violating equal pay laws. Unison believes that regular, mandatory audits of pay systems would help prevent unfair pay gaps from forming in the first place. The union's call comes after research revealed that local government bodies, NHS trusts, and educational institutions have paid out significant back-pay settlements to low-paid female workers in recent years. Unison claims these disputes could have been avoided if employers had conducted timely reviews of their pay structures. According to the union, the current system places an unfair burden on employees, who often have to spend years in court to reclaim wages they were owed, rather than allowing employers to proactively address pay disparities. Unison's general secretary, Andrea Egan, emphasized that women should not have to endure prolonged legal battles for money they were due long ago. She called for an end to the current system, which, despite existing for over 50 years, still fails to ensure fairness in pay. Egan argued that regular, compulsory audits would help identify and correct pay inequalities before they become entrenched in organizational structures. Professor Catherine Barnard of the University of Cambridge, who contributed to the research, noted that the current pay system, which dates back to the 1970s, has not adequately served women. She explained that many women rely on costly and stressful legal action, often supported by unions, to secure equal pay. Barnard supported the proposal for a more proactive approach, where employers regularly review their pay scales to ensure not only equal pay but also fair pay for all workers.