The Equality Act 2010 replaced the Equal Pay Act 1970, and while there is still some cross-over in terms of which legislation will apply to a claim, the same basic principle applies that men and women are entitled to equality of terms.  This means that not only are men and women entitled to equal basic pay but they are also entitled to equality in relation to a number of terms including automatic pay progression, paid holiday entitlement, sick pay, hours of work, sick pay, hours of work and performance-related pay and benefits.

We can help you understand your legal obligations in respect of equal pay.  We can review your current pay and terms structure and identify any areas of risk and advise how to address them.  If you do end up facing an Employment Tribunal claim for Equal Pay, we can advise and represent you throughout.