If you are being paid less than a colleague of the opposite sex and believe the difference cannot be justified, our equal pay claim solicitors can help you understand your position and take action to recover what you are owed.
At Paul Doran Law, we specialise in employment law, and we only act for employees. We have over 30 years of experience in the field, during which time we have helped countless clients recover millions of pounds in compensation against employers of every size. We can help with early advice, internal grievances, settlement discussions, and Employment Tribunal proceedings.
What is an equal pay claim?
Equal pay law is designed to make sure that women and men are treated equally in terms of pay and other employment conditions. The law covers the following three situations:
- Where you are doing the same or broadly similar work,
- Where your role has been rated as equivalent under a job evaluation scheme, or
- Where your job is different but of equal value when the demands of each role are properly assessed.
Pay is interpreted broadly. As well as basic salary, the law covers overtime, bonuses, holiday entitlement, pension contributions and other contractual benefits. If any of those terms are less favourable than those of a comparator of the opposite sex doing comparable work, you may have a claim.
How might your employer defend your equal pay claim?
An employer can defend an equal pay claim by showing that the difference in pay is due to a material factor other than sex. Their reason must be real, relevant, and capable of standing up to proper scrutiny.
In practice, employers often point to factors such as experience, market pressures, historic arrangements, or performance to justify the disparity in pay or benefits. Whether your employer’s explanation gives them a proper defence to your claim depends on the evidence and the surrounding facts. We will test their justification against the pay history, the documents, the duties performed, and the way comparable employees have been treated, and advise you on the merits of their position.
How much compensation will you receive for an equal pay claim?
The amount of compensation you will recover depends on the unique facts of your case, but a successful claim can result in a significant financial award. Where the Tribunal finds in your favour, you are entitled to back pay covering the period during which you were underpaid, along with any contractual benefits that were less favourable than those of your comparator. If you are still employed, you are also entitled to have your pay and benefits equalised going forward.
Back pay can include not just salary but also bonuses, share contributions, pension contributions, and other contractual entitlements. The Tribunal can also award interest on the sum owed.
How long do you have to make a claim?
Time limits in equal pay cases are strict. An equal pay claim must generally be brought while you are still employed in the job to which the claim relates, or within six months of leaving that employment. If you miss that window, the Tribunal is very unlikely to accept your claim, regardless of how strong it might be.
How can we help?
You are entitled to be treated the same as others doing comparable work. If you suspect that you are not receiving equal treatment, we can help you hold your employer to account, recover the compensation you deserve, and level the playing field going forward if you remain in the same role.
We offer all clients a free initial consultation with a specialist employment law solicitor, so that you can get a feel for your legal position and the options available to you. If you decide to proceed, whether with making an internal grievance, negotiating a settlement, or issuing a Tribunal claim, our equal pay claim solicitors will be by your side every step of the way.
Get in touch here.