The law on equal pay is set out in the ‘equality of terms’ provisions of the Equality Act 2010 (the Act).
These entitle a woman doing equal work with a man in the same employment to equality in pay and other terms and conditions of employment.
It does so by implying a sex equality clause into her contract of employment, ensuring that her contractual terms are no less favourable than a man’s, and vice versa.
This applies not only to pay, but to all contractual terms of employment, such as bonuses, holiday entitlement, company cars, pensions contributions and any other benefits.
It also applies to all employees: full-time, part-time, casual or temporary contracts, regardless of length of service.
Find out more about the Equality Act 2010 and the legal framework for equal pay.
While every effort has been made to ensure that this advice is accurate and up to date, it does not guarantee that you could successfully defend an equal pay claim. Only the courts or tribunals can give authoritative interpretations of the law.
Last updated: 19 Feb 2019