Equal pay: Three case studies | Blog | Paul Doran Law

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Equal pay: Three case studies

Did you see recent media articles about the equal pay judgement for Asda workers? Read on to find out more, plus learn how Paul Doran helped men in Wales and women in Birmingham to win their equal pay cases.

Equal pay for women at Asda

At an employment tribunal hearing in Manchester in October, 9,500 women who work or worked on the shopfloor at Asda won the right to continue their claims of equal pay with (mostly) men who work in the company’s distribution centres.

The shopfloor workers typically earn £1 to £3 less per hour. They claimed their jobs are of equal value but paid less because they are perceived as ‘women’s work’.

Asda argued that the shop store staff should not be permitted to compare themselves to staff in the distribution centres as they are in different locations and have different pay arrangements.

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The Manchester tribunal rejected these arguments and allowed the women to proceed with their clams.

Judges will examine the value of both jobs and other defences to the claim next year.

If the workers win, awards will go back six years from the date the claims were submitted with some estimates suggesting that the bill could run to £100m – the UK’s largest private sector equal pay claim.

This is the first step in a long process that could impact retailers across the country.

Meanwhile, Asda is considering their options for appeal.

“When timelines have been set, they have been met. I did not just feel like a case number.” Karen S

Equal pay for men at University of Wales

In 2015, we helped 23 male workers win £500,000 compensation after suing for equal pay and sex discrimination. This case is thought to be the biggest group of men to launch legal action against sex discrimination in Britain.

The caretakers and tradesmen worked at University of Wales Trinity St David (UWTSD), but were paid less than female secretaries and office workers on the same pay grade.

The rates were set in 2007 by Swansea Metropolitan University, which dissolved and merged with UWTSD in 2013.

UWTSD argued that the difference was due to changes to their contracts, not gender, but agreed to drop the case before it reached the tribunal.

One of the claimants, Rob Cooze, said: “With all due respect to our new employers…this is a historical issue. I just hope it hasn’t soured relations between us.”

“I found my solicitor to be professional, amiable and my overall experience was a positive one.” Marcel G

Equal pay for women at Birmingham City Council

Paul Doran has also acted for around 5,000 cleaners, cooks, care assistants and teaching assistants working for Birmingham City Council (90% women) helping them to receive millions for unpaid bonuses that were paid only to certain male workers.

Birmingham City Council gave special treatment to refuse collection staff who were on the same pay grades as women, allowing them to earn more than £50,000 per year.

Senior council managers were made aware of the problem in 2000, but failed to do anything about it. The council introduced a revised pay structure in 2007, in line with the Equality Opportunity Commission guidelines.

Paul, whilst Head of Employment at Stefan Cross Solicitors, brought the case to the employment tribunal on the grounds of gender pay discrimination. The tribunal concluded that the council’s old pay structure was discriminatory.

At the last count, the total bill for the claims had been estimated to exceed £1 billion.

“I would recommend Paul’s legal service as it is professional and thorough”  Shelia H

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