Equal Pay Audit Calculator UK
Compare pay rates across roles of equal value — support equal pay compliance under the Equality Act 2010.
Compare Employee Pay for Equal Work
Equal Pay in the UK — Key Facts
The Equality Act 2010 gives men and women the right to equal pay for equal work. 'Equal work' means the same or similar work, work rated as equivalent under a job evaluation scheme, or work of equal value (assessed by an independent expert). Pay includes salary, bonuses, overtime rates, holiday pay and benefits.
Employers should conduct proactive equal pay audits to identify and fix gaps. A gap of more than 5% between comparators doing equal work raises a risk of tribunal claims. Employment Tribunal claims for equal pay must be brought within 6 months of employment ending or within the 6-year arrears window for contract claims.
Frequently Asked Questions
What is an equal pay audit?
An equal pay audit compares pay between employees doing equal work (same, equivalent or equal value work) to identify and address unjustified pay differences.
What does 'equal work' mean?
Equal work under the Equality Act 2010 means: (1) like work — same or similar; (2) work rated as equivalent under a job evaluation scheme; or (3) work of equal value assessed by an independent expert.
How much can the pay gap be before it's a risk?
A gap greater than 5% between comparators of equal work raises a risk of a successful equal pay tribunal claim. Gaps below 5% are generally defensible on objective grounds.
Who can bring an equal pay claim?
Any employee who believes they are paid less than a comparator of the opposite sex doing equal work. This includes full-time, part-time, temporary and agency workers.
What is the time limit for equal pay claims?
Employment Tribunal claims: within 6 months of employment ending. County court contract claims: within 6 years of the underpayment.
Can men bring equal pay claims?
Yes — equal pay law protects both sexes. A man paid less than a female comparator doing equal work has an equal pay claim.
What is a 'genuine material factor' defence?
An employer can defend a pay difference if it is due to a genuine material factor (GMF) unrelated to sex — e.g., different hours, seniority, market rates or performance. The factor must be proportionate and not tainted by sex discrimination.
What remedies are available in equal pay claims?
Employment Tribunal can award: arrears of pay up to 6 years, declaratory relief, and (in some cases) injury to feelings. No punitive damages are available.
What is a job evaluation scheme (JES)?
A JES analytically assesses roles to give each a score based on skill, effort, decision-making and working conditions. A JES rating of 'equivalent' creates an equal work claim.
How do I conduct an equal pay audit?
Identify all roles, collect pay data (salary, bonuses, benefits), group roles of equal value, compare pay by sex, identify gaps over 5%, investigate causes and plan remediation.
What is the cost of equalising pay?
Equalisation must be upward — you cannot reduce the higher-paid employee's pay to resolve an equal pay issue. Costs depend on the gap size and number of affected employees.
Are bonuses included in equal pay?
Yes — the Equality Act covers all contractual pay and benefits including base salary, performance bonuses, overtime rates, holiday pay, pensions and car allowances.