1. Establish the facts
Most of us can’t read about what our colleagues earn in the national press, so finding out if you’re being underpaid can be difficult. If your workplace has a union, start there – it should be able to get access to pay data for your employer and beyond. Otherwise, you could approach colleagues – clauses that ban people talking about their pay are not enforceable if you are trying to establish if there is discrimination. Sue Kelly, an employment partner at law firm Winckworth Sherwood, says you could even ask your employer: “Say you are willing to accept anonymised information, as they are more likely to open up.”
2. Approach your boss
Kelly says your next move should be to put some carefully worded questions to your employer about your situation. She says this is best done in writing, rather than at an informal meeting.
3. Stick to the facts
While employers do sometimes put things right when they realise there is a discrepancy, you may have to make a case to show your pay should be the same. And in a workplace where people are doing lots of different jobs, this can be harder. “You may have to give some thought as to who is doing the same work as you – then ask your employer: ‘Do you accept that I’m doing the same job as them?’,” says Kelly. If they don’t, you will have to explain why they should think again.
4. Take your employer to court
If all else fails, you could take the legal route. Being paid less on the basis of your sex or age is illegal, and you may have a case against your employer. If you belong to a union, it should be able to advise on your next move and support you if you decide to take a claim. Taking a discrimination case to an employment tribunal costs £1,200, but a union should cover it for you.
