£37k award after being paid less than male predecessor

A planning enforcement officer won part of an equal pay claim against a local authority after being paid less than her male predecessor despite doing equivalent work. An employment tribunal awarded her over £37,000, including back pay, interest, and pension losses.

The officer commenced work in 2014 on a lower pay grade and was later moved up a grade. Her predecessor had previously held a senior version of the same role at a higher grade still. Although she gradually took on the same responsibilities and gained professional qualifications, the employer delayed upgrading her salary to match her predecessor.

The tribunal found that she had equivalent experience and was effectively performing at the senior level previously held by the predecessor. It rejected the employer’s argument that the role had become less demanding, instead finding the workload had grown more complex.

The judge concluded there may have been gender bias in how the employer valued the work of the employee, particularly because her strengths, such as emotional intelligence, teamwork, and people skills were viewed less favourably than the more traditional “police-style” skills associated with her male predecessor.

This case highlights the need for employers to regularly review pay structures, ensure job descriptions match actual duties, and avoid relying on outdated assumptions or experience gaps to justify unequal pay. Should you wish to conduct a review of roles including salary benchmarking, contact 121 HR Solutions enquiries@121hrsolutions.co.uk.

£37k award after being paid less than male predecessor

121 HR Solutions Ltd