Workers and employees are entitled to receive the same pay as a colleague doing the same job or work of equivalent value.
This means that men and women doing the same work should be paid equally.
The principle of equal pay was introduced under the Equal Pay Act 1970 and is part of sex discrimination laws. However, there can be many instances where workers are not paid the same amount for work of equivalent value – or where women may receive a lower wage because of factors such as maternity leave or part-time work as a result of childcare responsibilities.
The provisions on equal pay and sex discrimination contained in the Equality Act 2010 were intended to ensure that pay and other terms of employment were non-discriminatory and without any bias, including sex discrimination.
Under the Equality Act, any discrimination with regards to equal pay can be challenged – including discrimination on the grounds of age, race, religion, sexual orientation, or any other discrimination made unlawful by the Equality Act.
Equal pay for men and women is also implied in employment contracts as a result of the Act – and equal pay claims may also involve human rights legislation.
In any claim, it is likely that an employer will have to explain the reasons for not paying employees equal pay.
A comparison will be made with an employee of the opposite sex who does the same job – known as the comparator – which the claimant (ie the person making an equal pay claim) will have to name.
A claim for equal pay will involve proving that the claimant does the same or a job of equivalent value as the comparator – contracts will be compared, as well as factors such as bonus payments or subsidised travel.
Duncan Lewis employment lawyers act on behalf of claimants and respondents in all Employment Tribunal related matters, including equal pay claims.
The Duncan Lewis employment team can also represent all types of employers, both large and small in defending equal pay claims – as well as representing individual employees and collective employees in matters relating to the Employment Rights Act 1996, Equal Pay Act 1970 and the Equality Act 2010.
Duncan Lewis employment law solicitors operate a transparent fee scale – and can offer a range of competitively priced funding options for claimants and respondents:
Some cases may be funded with Home Contents Insurance or Contents/Buildings Insurance with Employment Protection Cover.
Duncan Lewis believes clients should always know what they will be paying – and will advise on the best funding option at the initial client meeting.
If you have a problem with employment or wish to discuss an equal pay claim, it is important to take legal advice and find out what your rights are as soon as possible.
Duncan Lewis can offer clear legal advice on employment law at any stage of an employment matter, including equal pay claims.
Duncan Lewis also has a successful track record in advising companies and employers on employment matters and disputes.
The sooner you call us, the sooner we can help with an employment claim.
Duncan Lewis has offices nationwide and in most major cities, with more than 20 offices across London and the southeast.
For expert legal advice on employment law and equal pay claims, call Duncan Lewis employment solicitors on 020 7923 4020.