Hi I'm looking for some advice. I've been working for a large company for just over 7 year. 2 years after starting my employment I started a role which mean I undertook a highly technical role under secondment. The secondment had no end date but ended up lasting just over 2 years. This secondment was actually made permanent. The then permanent role actually meant we were doing a role above that for which other people were be paid a much higher salary. This had been argued by a particular union over many year but a number of us continued to be paid at a lower rate. Recently the union announced that they had come to a deal which meant that a number of people would get back pay and an increase in pay for doing the role. I questioned whether I would get this new deal but was told I was not on the list (this is the list the union had compiled and as not a member my name did not appear on it). I asked the reason why I would not get the deal and they advised it was because I'd started the role after a cut off point. I know for sure a few of the people who started the role at the same time are me are getting the deal. As I've been on the role over several years and through many business units it may be difficult to provide much paper evidence although I in the process of trying to track this down. I've spoken to a separate union who represent a few of us in the work but I'm the only one they represent that in this position. I'm unsure if the company will look up on my situation favourably and wanted to know what recourse I would be looking at. I'm guessing grievance/tribunal but was looking some guidance. Thanks Gnarl

My company has merged with another who get paid more generally ten we do. Word is they are not putting our salaries up in line with theirs. How does that affect Sex Discrimination Act where the different sexes must get equal pay if doing the same job? Appreciate any replies and thank you.

the company i worked for was taken over under tupe about 18 months ago by another company in the same line of business. there were 12 of us tuped across and since we have moved there has always been a difference in pay. we have always been on a lower hourly rate than the employees already at the company. during recent pay talks we were all offered the same percentage rise but that would have just taken the original employees even further ahead in wages. after a bit of negotiating the transferred employees did get a larger percentage increase but not enough to bring us level. we all do exactly the same job, same job title and same work and are all male. is there some kind of time scale that they can keep our wages different or can they basically just pay us whatever they want.

Has anyone on here have any knowledge of the case taken by NIPSA against the DFP for breach of contract. As NIO staff who were seconded from DFP, where told that their rights and terms and conditions would not suffer, and we had no choice about where to go, when we joined the NICS. We have all lost out on about £14000, pensions have been affected. If the judgement was at the county court, is that the end, can we, without the union do anything else. My letter of appointment was from the DEPT OF FINANCE AND PERSONNEL, not the NIO.

Where I work, some of the staff on my pay grade (the lowest in the company) are voluntarily undertaking secondments with other departments, working alongside colleagues who are doing exactly the same job but for a much higher wage. Is that legal? Thanks. Jeff

I work for a private health company which is TUPE us over to the NHS but my wages will be below that of the NHS along with my holiday entitlement. I have asked both the HR from my company and the NHS and the NHS HR has said NO WAY where as my companies HR has said they will look into Harmonisation! As the NHS HR have said no way my contract will stay the same I have been wondering if it is possible to go down the equal pay route! Does anyone know if this is possible? Thanks

Hi, I have an ET for a couple of things, including an equal pay claim (I still to this day do not earn what my predecessor did), and some contractual maternity pay that they refused to pay (not acknowledging TUPE). I need to do a schedule of loss, and have a few questions, hope someone can help! Are there any special rules about format? I was going to use Excel with totals at the top and then all the calculations etc below. With the equal pay claim, my predecessor received a company car and fully expensed fuel card. How do I work out the financial value of this? Obviously the equivalent car allowance award (£6300) is not enough, in my view, because if you take in to account maintenance, tax, insurance etc then the car is worth much more than the allowance. And fuel is obviously variable so again how do I put a figure on that? My calculations will include 2.5 years of a significantly lower salary - can I include overtime and pension contributions (matched by employer) within that? EG by calculating the difference - what they would have been if I had been earning the higher salary. My ET is (mostly) for sexual discrimination (as well as some breach of contract), and I have subsequently filed another ET for victimisation, which is to be heard at the same time. As the claim is, in part, for sexual discrimination, I understand I could possibly be awarded more than just costs - there could be damages on top. Do I put damages in my schedule of loss? If so how do I calculate this? I don't really understand how that side of it works at all. Any help would be greatly appreciated! Oh, and I'm not represented, I have a friend who is a self-employed HR consultant who has given me a hand with things, but no legal representation. I cannot afford legal help, but do not qualify for legal aid.