Equal Pay Solicitors
Harcourt Stirling Solicitors provides expert legal support for employees facing unequal pay.
You don’t have to face this alone—start with a straightforward, free initial consultation with an employment law specialist to understand your options.
Why choose Harcourt Stirling Solicitors for your equal pay matter?
Discovering that you may be receiving less pay than a colleague doing equal or similar work can be unsettling — and understanding your rights under the Equality Act 2010 isn’t always straightforward. You need a team that can assess your position clearly and provide tailored legal guidance for your situation.
Harcourt Stirling Solicitors is a trusted law firm with experienced employment lawyers who provide expert advice and personalised support at every stage of an equal pay matter.
We assist with all types of equal pay issues and offer practical solutions to help you understand, challenge, and resolve pay disparities — whether through informal discussions, internal processes, negotiation, or, where necessary, Employment Tribunal proceedings.
- Transparent and Trusted: Harcourt Stirling Solicitors is proud to have earned positive client feedback on Google and Trustpilot, reflecting our commitment to professionalism, expertise, and responsive client service.
- Experienced Team: Our solicitors have experience dealing with matters related to the Equality Act of 2010, ensuring your case is assessed carefully and strategically.
- Strategic Approach: We help determine whether early resolution, negotiation, or formal legal action is the most effective route, creating a strategy that protects your position and supports your objectives.
- Location: Based in Brentford, our equal pay solicitors assist clients across England and Wales and offer remote consultations for your convenience.
How Harcourt Stirling Solicitors handle your equal pay claim
At Harcourt Stirling Solicitors, we guide employees through equal pay matters with clarity and confidence. Whether you’re seeking advice, negotiating informally, or pursuing a formal claim, our experienced team provides practical, strategic support every step of the way.
Our process:
- Free initial consultation – We review the circumstances of your unequal pay claim and listen carefully to understand the disparity with your comparator.
- Case assessment and strategy – We evaluate the strength of your claim, explain your legal options, and outline likely outcomes.
- Progressive dispute resolution – Our structured approach is designed to guide you through your options clearly and professionally. Typically, we offer the following three options in order:
- Early Conciliation (ACAS) – Often the fastest and most cost-effective way to resolve Equal Pay disputes without escalating to a tribunal.
- Settlement Agreements – Confidential solutions that can secure compensation or pay adjustments without formal proceedings.
- Employment Tribunal – If necessary, we represent you at the tribunal, presenting evidence clearly and advocating for your rights to maximise the chance of a successful outcome.
- Evidence gathering – We help you collect documentation, pay records, correspondence, and any other evidence to support your claim, whether for negotiation, conciliation, or tribunal proceedings.
- Representation and support – We act on your behalf in discussions with your employer or at the tribunal, keeping you informed and supported at every stage.
- Resolution – Our aim is to help you secure fair and equitable pay, whether through negotiation, settlement, or tribunal award. Throughout the process, we focus on protecting your rights, managing risk, and providing clarity and confidence.
By combining legal expertise with a structured, client-focused approach, Harcourt Stirling Solicitors helps provide the guidance and support needed to pursue your equal pay claim effectively.
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Building a strong case for unequal pay
Not every pay disparity qualifies as an Equal Pay claim. Equal Pay law specifically protects employees from being paid less because of their sex, compared with a real colleague of the opposite sex doing equal or similar work.
If the pay difference relates to another characteristic (such as race or age), the legal route is different — this would usually fall under discrimination law, not Equal Pay.
Understanding this distinction helps ensure you pursue the correct type of claim and avoid missing important deadlines.
Our equal pay solicitors carefully assess each situation to identify the key factors that may support your claim. A strong equal pay claim often includes:
- A clear comparator: You must be able to compare your pay with a real colleague of the opposite sex doing equal or similar work under the same employer or associated employer.
- Evidence of pay disparity: Payslips, contracts, bonus records, job descriptions, and correspondence that demonstrate differences in pay for equal work.
- Understanding of job roles and responsibilities: Demonstrating that your role is equivalent or substantially similar to your comparator helps establish the basis for a claim.
- Documented chronology: A clear timeline of pay differences, requests for review, and any employer responses strengthens your position.
- Prompt action: Raising concerns early, seeking legal advice quickly, and following ACAS procedures can improve outcomes and protect your rights.
Time limits to bring a claim
Equal Pay claims have strict but unique deadlines. Unlike standard unfair dismissal claims, the clock works differently depending on where you file your claim.
- The Employment Tribunal (The Standard Route) You can bring a claim at any time while you are still employed. If your employment has ended, you must strictly file your claim within six months of your “Qualifying Date.”
Note: The Qualifying Date is usually when your contract officially terminates, which may differ from your last physical day in the office (for example, if you are on garden leave).
- The Civil Courts (The “Plan B” Route) If you have missed the six-month Tribunal deadline, you may still be able to bring a claim in the Civil Courts (High Court or County Court) for breach of contract. This alternative route was confirmed by the Supreme Court in Abdulla v Birmingham City Council (2012).
Why act sooner? While the Civil Court allows more time to file, delaying can reduce the amount of back-pay you can recover.
- “Stable Employment” For those on a series of short-term or renewable contracts (such as gig economy workers or teachers), the Tribunal may view your work as one continuous “stable employment.” This prevents the time limit from expiring at the end of each short-term contract.
Legal Note: Determining the exact deadline can be complex, particularly where “concealment” of pay data is involved. We recommend seeking advice immediately to ensure you do not become time-barred.
Your rights and options in equal pay — and how our solicitors can help you
Being paid less than colleagues for the same work is frustrating and unfair — and in many cases, unlawful. Employers must ensure equal pay for equal work under the Equality Act 2010.
At Harcourt Stirling Solicitors, we help you understand your rights — the first step towards protecting them.
If you believe you are being paid unfairly, you may be entitled to:
- Resolve the issue with your employer: Early negotiation or discussion can sometimes correct pay disparities without formal proceedings.
- Pursue a claim through an Employment Tribunal: If needed, we guide you through ACAS Early Conciliation and present your case at the tribunal.
- Claim compensation: This can include back pay, lost benefits, or adjustments to future pay to address the inequality.
Harcourt Stirling Solicitors can support you at every stage — from negotiation to tribunal representation. Contact us for a free consultation, and we’ll explain the most appropriate next steps for your situation.
Speak to an employment discrimination specialist today!
How to start your equal pay case with Harcourt Stirling Solicitors
Addressing unequal pay can be confusing and stressful, but getting the right guidance from the start can make the process much clearer. At Harcourt Stirling Solicitors, we provide practical, step-by-step support to help you pursue your claim with confidence.
- Contact us – Get in touch by phone, email, or via our online enquiry form to speak with an experienced equal pay solicitor. This initial consultation is free and obligation-free, allowing you to discuss your situation, ask questions, and get an initial view of your potential claim.
- Prepare your case – If you decide to pursue your claim, we’ll guide you on gathering all relevant documents, including payslips, contracts, bonus records, job descriptions, and any correspondence relating to pay or requests for review. We also complete standard legal checks to verify your identity (KYC/AML), ensuring we can assess your claim thoroughly and provide tailored advice.
- Case assessment – With your documents ready, our solicitors review the details of your pay situation, identify potential comparators, assess the strength of your claim, and highlight any key issues.
- Strategy discussion – We explain your rights, options, and potential outcomes, outlining the most effective approach for your situation — whether negotiating a pay adjustment, engaging in ACAS Early Conciliation, or pursuing a claim at the Employment Tribunal.
- Take action – Once you’re ready, we support and represent you throughout the process, whether in informal negotiations, settlement discussions, or at a tribunal, helping you pursue the compensation and adjustments you are entitled to.
Our equal pay specialists
Equal pay matters we specialise in
Selected equal pay resources
Selected equal pay case studies
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Frequently Asked Equal Pay Questions
What is equal pay?
Unison defines equal pay as receiving the same pay as a colleague when you are carrying out the same job, work that is broadly similar, or work assessed as being of equal worth through a job evaluation scheme.
Is there a specific law regarding equal pay?
Yes, the Equality Act of 2010 is the main governing law regarding equal pay.
Harcourt Stirling Solicitors can help you understand how the law applies to your situation, assess whether your role is being undervalued, and advise on the best steps to challenge pay inequality.
How far back can I claim equal pay?
In the Employment Tribunal, you can usually claim up to 6 years of back pay (arrears) before the claim was lodged.
In Scotland, the arrears period is 5 years.
Will my employer try and defend against my equal pay claim?
Yes. Your employer may seek to defend themselves if they believe they can show that any difference in pay is based on legitimate, non‑discriminatory reasons — for example, seniority, performance, or location. They may also argue that your role is not equal in value to the comparator’s role.
Alternatively, your employer may recognise that your claim has merit and choose to negotiate a settlement, such as a revised pay package, to resolve the issue without formal proceedings.
How long do I have to bring an equal pay claim?
Equality Human Rights states that in general equal pay claims must be brought to an employment tribunal within six months of the date of the end of your employment with their employer.
Who can make an equal pay claim?
Anyone who believes they are being paid less than a colleague of the opposite sex for the same work, similar work, or work of equal value can make an equal pay claim.
You can bring a claim if:
- You are an employee, worker, or agency worker.
- You can identify an actual comparator of the opposite sex doing equal or comparable work.
- The pay difference cannot be justified by a legitimate, non-discriminatory reason (such as experience, qualifications, or performance).
Claims can be made during employment or after your employment ends.
How do I make an equal pay claim?
You can start by raising the issue directly with your employer. If the matter isn’t resolved, the next step is to go through ACAS Early Conciliation, which is a required process before making a formal claim. If conciliation doesn’t lead to a settlement, you can lodge a claim with the Employment Tribunal within six months of leaving employment.
To strengthen your case, it’s important to gather evidence such as pay slips, contracts, job descriptions, or job evaluation studies. In some cases, if the tribunal deadline has passed, you may still be able to bring a breach of contract claim in the civil courts (within six years in England and Wales, or five years in Scotland).
At Harcourt Stirling Solicitors, we guide you through each stage — from collecting evidence and negotiating with your employer to representing you in tribunal proceedings — so you can pursue the fair pay you deserve.
What happens if I win an equal pay claim against my employer?
If you succeed in your equal pay claim, you may be entitled to:
- An improved pay package going forward so that it is equal to (or near enough to) your comparator’s pay.
- Pay in arrears (back pay) for up to six years before the claim was lodged (five years in Scotland).
- Compensation for lost benefits such as pension contributions, bonuses, or other contractual entitlements linked to pay.
Winning a claim not only secures fair pay for you, but it can also lead to wider changes in your workplace, ensuring equality for colleagues in similar roles.
At Harcourt Stirling Solicitors, we make sure you understand the remedies available and fight to achieve the maximum outcome — whether that’s back pay, future adjustments, or both.
How does the free initial consultation work?
Harcourt Stirling Solicitors offers a free initial consultation to discuss your equal pay case. The initial consultation lasts up to 30 minutes.
It allows you to speak with an employment law specialist, learn about your options, and ask any questions you may have.
Harcourt Stirling Solicitors understand how difficult it can be to speak about sensitive and confidential employment matters during the normal working day – and so you can email us (or fill out the contact form) at anytime and we’ll do our best to respond to your enquiry.
How can I contact Harcourt Stirling Solicitors for advice on equal pay?
You can give us a call at 020 3627 6074 from Monday to Friday 9:00 AM to 5:30 PM and one of our specialists will be happy to assist you.
Alternatively, you can fill out the contact form on our website and we’ll do our best to respond to your equal pay enquiry as soon as we can.
Equal pay claims usually need to be filed within six months of the end of your employment with the Employment Tribunal. So, it’s important to contact us as soon as possible about your claim.
What are your legal fees and do you offer "No Win, No Fee"?
We understand that cost is a major consideration. Each matter will be weighed on its merits to determine which fee structure to apply to the individual client.
After taking your instructions and assessing your case, we will agree on one of the following funding methods with you:
- No Win, No Fee (CFA): for cases with strong merits, we may work under a Conditional Fee Agreement (CFA), meaning you do not pay legal fees unless your claim is successful.
- Fixed Fee: for specific tasks, we can work on a fixed fee basis to be agreed on engagement.
- Hourly Rates: for other matters, we apply our standard hourly rates as per our terms and conditions.
We will ensure you have a clear understanding of the applicable fees before we begin any work.