The Equality Act of 2010 explicitly states that workers are entitled to be paid the same as a colleague doing the exact same job regardless of sex, race or gender.
Back in 1970, the principle of equal pay was set in stone with the Equal Pay Act but under this act there are still many instances where workers doing the same job may not be paid the same due to external factors such as maternity leave, part time work or childcare issues.
What counts as ‘equal work’?
Equal work falls under three categories:
- Like work – work that is broadly similar with regard to tasks
- Equivalent work – work rated by your employer, under a fair job evaluation scheme, in having equal demands
- Work of equal value – equal value in terms of the effort, skills and decisions required
Whilst many think of equal pay as being for jobs that are exactly the same in role, position and tasks, equal value is often forgotten. Jobs of equal worth deserve equal pay.
How do I prove I’m being paid less?
First things first, you must seek the help of a trained solicitor. They will have experience in the field and be able to tell you the sufficient evidence you need to support your case.
In order to dispute your pay from an employer you must be able to show that a person of equal standing, merit and position is being paid more.
A solicitor will not only be able to help you win your dispute but they will also be able to help you maintain a good working relationship with your employer.
What happens if I win my equal pay dispute?
Once discrimination has been established you will receive the pay you are entitled to as well as compensation dating back up to 6 years prior to the start of your case.
In addition, you will also be guaranteed an equal pay clause in your contract to ensure the terms of pay are never breached again.