Expert advice on enforcing your right to equal pay and fair treatment at work.
Under equal pay legislation, every employee has the right to equal pay for equal work in the same employment. Equal pay applies where men and women perform like work, work rated as equivalent, or work of equal value, unless a difference can be objectively justified. Unequal pay may also amount to unlawful discrimination under the Equality Act 2010. With increased focus on pay transparency following the Employment Rights Act 2025, and the wider influence of the EU Pay Transparency Directive on UK best practice, employees are better placed than ever to challenge unfair pay. We support individuals at every stage of the equal pay process.
This service is designed for employees, workers and former employees who are concerned they may be underpaid compared to a colleague of the opposite sex.
Identifying whether you have an equal pay issue
We advise on whether your role is equal to that of a comparator of the opposite sex in the same employment. Equal work can include like work, work rated as equivalent under a job evaluation scheme, or work of equal value when assessed by factors such as skill, effort and decision‑making. Equal pay is not limited to basic salary and can include bonuses, commission, pensions, benefits, holiday entitlement, overtime and other contractual terms. Where appropriate, we also advise on potential parallel or alternative discrimination claims under the Equality Act 2010.
Information requests, grievances and early resolution
We advise on the information employees are entitled to request when exploring equal pay concerns, including how pay secrecy clauses are overridden for this purpose. We support employees in raising concerns informally or through formal grievances, with a focus on setting out a clear, legally grounded position and resolving matters at an early stage where possible.
Employment Tribunal and court proceedings
Where internal processes do not resolve the issue, we advise on bringing claims in the Employment Tribunal or civil courts. This includes advice on time limits, remedies, back pay and pension adjustments, as well as guidance on ACAS Early Conciliation and the litigation process.
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Frequently Asked Questions
Find answers to your most pressing questions about our services and processes.
Am I underpaid compared to my colleagues?
You may be underpaid if you are doing equal work to a colleague of the opposite sex but are paid less. Equal work includes roles that are the same or similar, formally graded as equivalent, or different but of equal value in terms of skill, effort and responsibility. Pay differences can also extend beyond salary to bonuses, commission, pensions, benefits and holiday entitlement. Identifying whether you are underpaid often involves comparing job roles, contractual terms and how pay decisions are made across the organisation.
Can my employer refuse to tell me how much others are paid?
Your employer is not required to provide you with full pay details about colleagues. However, if you are investigating potential equal pay issues, you are entitled to ask questions about pay structures, pay bands, grading and decision‑making. Importantly, any pay secrecy clause in your contract cannot lawfully prevent you from discussing pay with colleagues for the purpose of establishing whether you are receiving equal pay.
How do I prove I am doing the same job as a higher‑paid colleague?
You do not need to have the same job title as your comparator. What matters is the substance of the role. Evidence may include job descriptions, actual duties performed, performance expectations, grading information and organisational structures. In some cases, expert evidence is used to assess whether two roles amount to work of equal value.
Can unequal pay ever be legal?
Yes, but only in certain circumstances. An employer may justify a pay difference if it is due to a genuine reason unrelated to sex, such as experience, qualifications, location or market factors. If the reason places one sex at a disadvantage, the employer may also need to show that the pay difference is objectively justified and proportionate.
How long do I have to make an equal pay claim?
An equal pay claim in the Employment Tribunal usually must be brought within six months of your employment ending. However, claims can include up to six years of back pay. Equal pay claims can also be brought in the civil courts, where different time limits apply. Because limitation issues can be complex, early advice is strongly recommended.
Does a gender pay gap mean I personally have an equal pay claim?
Not necessarily. A gender pay gap looks at overall average pay across an organisation, while equal pay focuses on specific individuals doing equal work. However, pay gap data can sometimes highlight potential issues that warrant further investigation.
What are the common misconceptions about equal pay?
Employees often assume they cannot bring an equal pay claim because their job title is different, they negotiated their pay, or they signed a contract. In practice, none of these factors automatically prevent a claim. What matters is whether the work is equal and whether any pay difference can be lawfully justified.
Why is equal pay is under increased scrutiny?
Pay practices are under increasing scrutiny due to legislative reform, workforce expectations and greater transparency around pay. In the UK, changes introduced by the Employment Rights Act 2025 are strengthening employee protections, while the EU Pay Transparency Directive is shaping best practice and recruitment norms. As a result, equal pay issues are more visible and more frequently challenged than in the past.