Equal Pay Discrimination

At The Jonathan Lea Network, we believe everyone deserves equal pay for doing equal work.

If you suspect you are suffering from pay inequality and you’re receiving less pay than a colleague of the opposite sex for doing the same or equivalent job, or if you are an employer and are concerned your organisation has not paid employees equally, our specialist employment solicitors are here to help you.  

What Is an Equal Pay Claim? 

An equal pay claim arises when someone is paid less than a colleague of the opposite sex for doing the same or equivalent work. This includes not only base salary but also: 

• Bonuses 
• Overtime pay 
• Pension contributions 
• Holiday and sick pay 
• Company benefits and allowances 

Under the Equality Act 2010, an employee has the right to equal pay for equal work. This applies to men and women alike and extends across both public and private sector employers. 

What Counts as Equal Work? 

The law recognises three categories of equal work: 

1. Like Work 

Work that is the same or very similar, and requires similar skill and effort. 

Example: A female and male cashier working the same hours and performing identical duties. 

2. Work Rated as Equivalent 

Jobs that have been rated equivalent under a job evaluation scheme (often used in the public sector). 

3. Work of Equal Value 

Different roles that require a similar level of skill, responsibility and effort.

Example: A female marketing manager and a male operations manager with equivalent responsibilities and qualifications. 

Common Scenarios That Lead to Equal Pay Claims 

• You find out a male colleague in the same role earns a higher basic salary
• A man receives larger bonuses or allowances for equal or less demanding work
• You’re told “he negotiated better” or “that’s what we had to offer to attract him”
• A job evaluation shows your role is rated the same or higher, yet your pay is lower
• Pay discrepancies become apparent through a whistleblowing event or HR disclosure 

Even if you only suspect unequal pay, you have the right to request information to help you compare your pay to that of a colleague of the opposite sex. 

What Defences Might Employers Use? 

An employer can defend an equal pay claim if they can prove that the pay difference is due to a genuine material factor that is not related to sex. Common (but not always lawful) justifications include: 

• Seniority or experience 
• Market forces (e.g. hard-to-fill roles) 
• Location-based pay (e.g. London weighting) 
• Different responsibilities or hours 

These justifications must be objectively verifiable and unrelated to gender. If they cannot be properly justified, you may have a strong legal claim. 

What Are Your Legal Rights? 

You have the legal right to: 

• Ask your employer for information about pay differences through an equal pay questionnaire 
• Raise a formal grievance if concerns are not addressed 
• Make an equal pay claim in the Employment Tribunal 
• Backdate your claim up to 6 years of unequal pay (5 years in Scotland)
• Claim interest and compensation on the amount owed 

Importantly, you do not need to prove intention or direct discrimination. Unequal pay alone—where not justifiably explained—is enough. 

Taking Action: What You Should Do 

If you believe you’re receiving unequal pay: 

1. Gather evidence – including contracts, payslips, bonus letters, and job descriptions
2. Identify a comparator – a colleague of the opposite sex doing equal work
3. Raise your concerns informally – with HR or a line manager 
4. Submit a formal grievance – if informal action is unsuccessful 
5. Contact our team – for strategic legal advice and representation 

⏳ Important: Tribunal claims must be submitted within six months of leaving your role, or within three months of a discriminatory act if also claiming sex discrimination. 

How We Can Help 

At The Jonathan Lea Network, our employment solicitors offer strategic and supportive legal advice tailored to your case. We can: 

• Assess the strength of your claim and value any potential back pay
• Help you request pay data from your employer (informally or legally)
• Draft a strong grievance or legal correspondence 
• Negotiate a settlement or severance agreement 
• Represent you at the Employment Tribunal if required 

We understand the sensitive nature of equal pay disputes—particularly within small teams or senior roles—and will act with discretion and professionalism throughout. 

Why Choose The Jonathan Lea Network? 

• ✅ Specialist employment law solicitors with proven experience in equal pay claims
• ✅ Straightforward legal advice in plain English 
• ✅ Strong negotiation skills to secure out-of-court resolutions
• ✅ Transparent pricing, including fixed-fee consultations 
• ✅ Remote and in-person appointments available across the UK 

We act for professionals and employees in a wide range of sectors including legal, finance, public service, media, tech and education. 

Contact Us Today 

If you believe you’re being paid less than you deserve, don’t wait. Our expert team can help you understand your rights and take action to secure fair treatment and compensation. 

📞  Call us: 01444 708 640
📧  Email: wewillhelp@jonathanlea.net
📩  Submit an enquiry via our Contact Form