Equal Pay Claims
Equal Pay at Work
Equal pay remains an important workplace issue. The law requires employers to pay men and women equally when they are carrying out the same work, work rated as equivalent, or work of equal value. If an employee is paid less because of their sex, they may have grounds to bring an equal pay claim.
Equal pay disputes can arise in both the public and private sectors and often involve differences in salary, bonuses, overtime payments, allowances, pension contributions, or other employment benefits.
When Might You Have an Equal Pay Claim?
You may have a claim if an employee of the opposite sex is receiving higher pay for work that is:
Like Work
Work that is the same or broadly similar, where any differences are not of practical significance.
Work Rated as Equivalent
Work that has been assessed as equivalent under a job evaluation scheme or grading structure.
Work of Equal Value
Different jobs that require similar levels of skill, effort, responsibility, and decision-making, even though the roles themselves may be different.
In equal pay claims, the person used for comparison is known as a comparator. A comparator may be a current colleague or, in certain circumstances, a predecessor who previously held a comparable role.
Once a suitable comparator has been identified, the employer must provide a lawful explanation for any difference in pay.
Examples of Equal Pay Issues
Equal pay claims can arise in a wide range of workplace situations, including:
Different salaries for employees performing similar roles;
Unequal bonus or commission arrangements;
Disparities in overtime payments;
Unequal pension or benefit entitlements;
Differences in allowances or additional payments; and
Discriminatory grading or pay structures.
Importantly, jobs do not need to be identical for an equal pay claim to succeed. Employees in different roles may still have a valid claim if their work is of equal value.
What Can You Do?
If you believe you are receiving less pay than a colleague of the opposite sex for equivalent work, you may be entitled to pursue an equal pay claim.
Successful claims can result in:
Arrears of pay (back pay);
Future pay adjustments;
Amendments to employment terms; and
Compensation for financial losses arising from unequal pay.
Because equal pay cases can be complex and often involve detailed comparisons of duties, responsibilities, and workplace grading systems, obtaining advice at an early stage is important.
How Bridgefield Legal Can Help
At Bridgefield Legal, we assist employees who believe they have been affected by unequal pay or pay discrimination.
Our services include:
Assessing whether you may have an equal pay claim;
Reviewing contracts, pay structures, and workplace policies;
Identifying suitable comparators;
Advising on potential compensation and remedies;
Assisting with internal complaints and grievances;
Negotiating settlements with employers;
Preparing Employment Tribunal claims; and
Providing Employment Tribunal representation.
We provide clear and practical advice designed to help you understand your rights and pursue the most appropriate course of action.
Time Limits
Strict time limits apply to equal pay claims. The applicable deadline will depend on your circumstances and employment status, so it is important to seek advice as soon as possible if you believe you have been affected by unequal pay.
Make an Enquiry Today
If you believe you are being paid less than a colleague for equal work, contact Bridgefield Legal for a free initial consultation.
📞 Call us on 0141 255 1068 or book a free consultation to discuss your circumstances with an experienced adviser.
We will assess your situation, explain your options, and discuss the most effective strategy for resolving your equal pay dispute.
