29 August 2018
The most recent Equality Act was enforced in 2010, replacing previous legislation including the Equal Pay Act 1970. The Equality Act 2010 covers the equality of terms provisions to ensure that all men and women should receive equal pay when in similar roles.
Currently, there are issues for employees when comparing salary pay, as in accordance with the Equality Act 2010, employees are prohibited from discussing differences in pay with each other.
However, employees can compare their contract of employment with a comparator, which means an employee of the opposite sex with a similar role and equivalent terms. The equivalent terms can include the following:
If after comparing a comparator’s contract, and there is clear evidence that suggests a lack of equal pay, then the first step an employee should take is to write to their employer, in order to obtain information regarding the unequal pay, and the reasoning for the contrast in pay.
If an employer is unable to provide reasoning, or the employee decides the complaint is not dealt with accurately, then they can take the complaint to an Employment Tribunal.
In order to file a formal grievance, an employee must still be employed at the organisation, or file the complaint no less than six months after leaving.
Here at Three Graces Legal we can help anyone who believes they are not receiving equal pay.
Please contact us on 0151 659 1070 to see how we may be of assistance.
To find how our friendly and knowledgeable solicitors can help you, contact us today.
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