An employee has a right not to be paid less than someone of the opposite sex doing the same, or nearly the same, work in the same organisation and to equal pay for work of equal value. An employee also has the right to equal pay to a colleague of the opposite sex in the same employment, who may have a different job, but the two jobs are assessed to be of equal value. In addition, part-time workers are entitled to the same relative pay and conditions as full-time workers of the opposite sex.
How do you make a claim for equal pay?
To make a claim before an employment tribunal, an employee does not have to leave their employer to take an equal pay claim. He or she can take a claim any time while they are still working for the relevant employer or up to six months after they leave employment with them. The employment tribunal must receive an equal pay claim within six months of the last date of employment with the relevant employer.
Can the time limit for equal pay claims be extended?
Different rules apply where for example the employer has deliberately concealed a relevant fact, and without this information you could not have been expected to make a claim, or where the employee is under 18, or you have a disability (in this context it means being of unsound mind). In these cases the time limit is six months after you discover the relevant fact, or the disability ceases, even if that is more than six months after leaving the employment.
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