Equal pay disputes
The Equality Act 2010 is designed to achieve pay equality between the sexes. This means if someone of the opposite sex is being paid more than you for doing a comparable job, we may be able to help you claim equal pay.
All you need to know about equal pay disputes
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What does the law say about equal pay claims?
is designed to ensure that people get equal pay for equal work, regardless of their gender. It does so by providing for a sex equality clause to be inserted into every employee's contract of employment. If you believe that you're being paid less than someone of the opposite sex for doing the same or a comparable job, we may be able to help you make an equal pay dispute claim against your employer.
Naturally, while you deserve to receive pay equality, you probably also wish to preserve the best possible relationship with your employer. That's why our initial approach to your employer will usually be a gentle reminder of their responsibilities under the Equality Act 2010, which makes illegal in England and Wales. In many cases this is enough to resolve instances of pay inequality. However, where there's a clear case of pay inequality based on gender, the option to proceed to an employment tribunal is always open.
If you believe that you're not receiving equal pay to colleagues of the opposite sex who perform essentially the same role, talk to us today about starting an equal pay dispute.
What happens if I win an equal pay dispute?
The most important outcome of any successful equal pay dispute is that once discrimination on the grounds of gender has been established, the Equal Pay Act will require an equality clause to be written into your contract, ensuring equal pay and equal treatment in every aspect of your contract.
From this point, you should start to be paid the same as colleagues of the opposite sex who do a comparable job. Just as importantly, winning your equal pay dispute gives you the legal right to claim arrears for up to six years before the start of the proceedings. Even if the pay inequality in your workplace is only marginal, it can add up to a substantial sum by the time it has been multiplied by six years, or 72 months.
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