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Equal pay claims

Our specialist team of equal pay lawyers represent clients who have experienced or who are still experiencing the unfairness of unequal pay at work. We have represented thousands of Local Authority employees, most notably bringing a successful equal pay claim against Birmingham City Council in which the Supreme Court held in a landmark judgment could be heard in the High Court instead of the Employment Tribunal, thereby extending the time limit to bring the claims to six years from the six month deadline in the tribunal. This enabled Leigh Day to assist over 4,500 employees who had been underpaid. 

We also bring equal pay claims against private employers. Current claims include representing store workers at Sainsbury's, Asda and Tesco in which lower paid store employees argue that their work is of equal value to those of their higher paid colleagues who work in distribution centres

If you believe you are or have been paid unequally we would very much like to hear from you. Please complete this short form to register your interest
 
The Equality Act states that your employer must its treat male and female employees equally in the terms and conditions of their employment contract, if they are employed to do equal work

Equal work is:

  • like work - work that is the same or broadly similar as that done by your colleague of the opposite sex

  • work rated as equivalent under a job evaluation study

  • work which is different, but is found to be of equal value, in terms of effort, skill or decision making, to work done by your colleague of the opposite sex

If you are a woman doing equal work with a man in the same employment, or the other way around, the Equality Act automatically changes your contract of employment to ensure that your pay and other contractual benefits are no less favourable than those of your colleague. The colleague does not have to work in the same location as you. This can apply to: 

  • your basic pay

  • your overtime rates

  • your performance-related benefits

  • your hours of work

  • your access to pension schemes

  • your non-monetary terms/benefits

  • your annual leave entitlement

The Equality Act also makes it unlawful for your employer to prevent you from having discussions with your colleagues to establish if there are differences in your pay. 

When your claim is successful, you can receive arrears of pay or damages for up to six years before the date that your claim was started (five years in Scotland) and running right through until the date the claim is decided in your favour. 
 
Complicated time limits apply to Equal Pay claims and may vary based on changes to your job and the end of your employment and as a result if you believe that you have suffered or are suffering unequal pay, please contact our specialists for advice on how to make a claim. 

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