The Equality Act 2010 implements the principal that men and women should receive equal pay for equal work – but unfortunately not all employers pay attention to the Act.
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It’s worth noting that the term pay is interpreted in a broad sense to include things like holidays, pension rights, company perks (i.e. company car etc) and some bonuses.
The act dictates that the work should be the same (or broadly the same), or is of equal value to that of another employee; business need to prove that any difference in pay is genuinely due to a material factor and not just a difference in gender.
There will be no equal pay claim where an employer can justify the difference in pay, as long as the justification is not directly or indirectly sex discriminatory.
The time limit for bringing a claim, in a standard case, would be within 6 months of the last day of employment of the person making the claim, making it imperative that claimants contact a legal representative as soon as possible.
Equal pay is a fairly complex area of law and therefore if you believe you have an equal pay claim we would suggest you take specialist advice from our team of dedicated and experienced employment lawyers.