Lack of equal pay for women is still very much with us. The in-built biases that cause women to be treated less favourably, directly or indirectly, through their salary and compensation can be challenged. Making complaints or litigating can sometimes be the only way to address these issues, but mediation can frequently be a highly effective form of resolution. We have significant experience in dealing with equal pay cases, and have acted for many women (both individually and as a class) in bringing claims concerning the private and public sectors. We advise clients on any internal grievance or mediation process as well as in relation to any legal claims.
The founder of Farore Law, Suzanne McKie QC, is the author of Tolley's first Equal Pay Handbook has acted for many individuals and groups in redressing the impact of unequal pay and has provided internal investigatory services designed to unearth and eradicate unequal pay.
Suzanne McKie QC advises barristers' chambers on advancing its diversity and managing any gender pay gap.
The 2017 Office for National Statistics Annual Survey of Hours and Earnings (ASHE) shows that there is still a significant gender pay gap, which is higher in the private than in the public sector (15.9% versus 13.1%). Consideration should also be given to whether a person working part-time is suffering a further impact when compared to a full time worker's salary and benefits.
Institutionalised sex discrimination arises from occupations having wages which are lower by comparison to others similar simply because its principal workers are women. But direct patterns of sex discrimination also exist where the belief still lingers that women do not require the same level of payment, will tolerate a lower level of payment or are a gender regarded as less likely to object. It is not an adequate defence to say that the woman never requested a pay rise, or negotiated badly.
You may have a legal claim for equal pay when comparing yourself with another person of a different gender where that other person undertakes work that is broadly the same as yours, or of equal value to yours even if different, or where that work has been rated as equivalent. We can help you analyse the data and determine how best to present your case. It is important not to assume the gender pay differences will have objective reasoning and be properly motivated.
Too many talented women are not given the credit they deserve and are not remunerated in a way that reflects their abilities.