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About the Supermarket Equal Pay Claim
Everyone deserves equal pay for equal work. It’s not an opinion but a fact; the Equality Act states that women and men should be paid equally for work of the same value. Despite this, supermarket employees may have been paid up to up to £3 less per hour than warehouse and distribution centre staff.
Historically, women have more often performed storefront roles, whereas men take on warehouse or distribution roles. The warehouse roles are better paid. Our case is simple: this work is equal, and the pay difference is an injustice.
Recognition for your hard work
If you have ever worked on the shop floor of a supermarket, you’ll know how exhausting it can be. Long hours spent on your feet, restocking shelves, or dealing with customers. Many of you even faced the threat of COVID-19, risking your health to serve the public amidst times of extreme uncertainty. This is no mean feat. Your role is indispensable but, despite this, your supermarket may have underpaid you for all your hard work over the years. Now it’s time to join thousands of others like you by standing up and taking back what’s yours.
We’re fighting your corner
In our eyes, your work is just as valuable as your warehouse and distribution centre colleagues, and your pay should reflect this. That’s why we’re fighting your corner, along with thousands of others like you.
With your help, we’re holding supermarkets accountable for what appears to be decades of wrongdoing to return what’s rightfully yours: the pay you have worked long and hard for.
At Harcus Parker, we specialise in group claims. We’re acting for clients on a ‘no win, no fee’ basis, which means that you will only pay for our work if your claim is successful and once you have received compensation. If successful, you could win up to six years of back pay.
It’s time to act. Join the movement today and help us to put things right.
What is the Equality Act 2010?
In the UK, the law around Equal Pay is simple: equal work deserves equal pay. This is set out in s66(1) of the Equality Act 2010, which ensures all employment contracts have an ‘equality term’.
If you are doing the same job as someone of a different sex but the terms of your employment are worse, then this equality term ensures the imbalance is corrected.
For example, if you are a female employee paid less than your male colleague for similar work, an Employment Tribunal may order you to be paid the same. In this case, the tribunal may also order the employer to equalise your historical wage payments, otherwise known as ‘back pay’.
Crucially, under this law, jobs can have different titles and still constitute work of “equal value”. Whether or not two jobs are equal depends on things like the type of work, the training or skills necessary to do the job, the conditions of work, and the decision-making required.
Before the Equality Act’s introduction, the Equal Pay Act of 1970 took a similar position.
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