SUPERMARKET EQUAL PAY CLAIMS: WHAT YOU NEED TO KNOW
The supermarket Equal Pay Claims are groundbreaking legal actions aimed at addressing pay disparities among supermarket staff.
The claims are about the pay gap of up to £3 per hour between hourly-paid supermarket store staff and their colleagues in distribution centres. The supermarket workers who are bringing claims say the shortfall in their pay breaches the Equality Act.
The claims - with Harcus Parker acting on behalf of store employees at Tesco, Morrisons, Sainsbury’s, and Asda - seek compensation for store workers.
Here, we debunk some common myths surrounding the claim to help you understand your rights and eligibility.
What are the Equal Pay Claims About?
Historically, store roles in supermarkets have been performed predominantly by women, while men have often worked in distribution centre roles. The latter roles are better paid, even though we say the work in stores and distribution centres is of equal value. These claims challenge this disparity and ais to secure fair pay for store staff who may have been underpaid for years.
If successful, the claims could result in significant compensation for thousands of supermarket employees. Importantly, this is not just about equal pay but about challenging systemic inequalities in workplace pay.
Myth 1: I need to still work at a Supermarket to join the claim
Fact: You don’t need to be currently employed by the supermarket to join the claim. If you worked at Tesco, Morrisons, Sainsbury’s, or Asda within the last six years, you may be eligible to participate. Whether you’re still working in a store role or have moved on to a different job or career, your voice matters, and you can still make a claim.
Myth 2: Only women can join the claim
Fact: No, men can also join the Equal Pay Claim. While the core argument revolves around women’s pay being unfairly lower, male store workers can bring what is known as a “piggyback” claim. If women in storefront roles succeed in proving their work is of equal value to warehouse work, male store workers’ pay should also rise to match. This ensures fairness across the board, regardless of gender.
Myth 3: Equal pay claims take years – there’s no point in joining yet
Fact: By joining now, you protect your right to the maximum compensation possible. Waiting only limits how far back you can claim, and how much interest you can claim. When it comes to equal pay, timing matters.
Myth 4: I can be treated differently for joining the Claim, and there is nothing that anyone can do to help
Fact: This is wrong. It is unlawful for your employer to treat you differently or dismiss you for participating in the claim. Harcus Parker has not encountered any instances of employees being disciplined or fired for joining the Equal Pay Claim. If you believe you’re being treated unfairly because of your involvement, contact us immediately for support.
Why Join an Equal Pay Claim?
By participating, you could recover significant lost wages and contribute to a fairer workplace for all.
We understand that standing up for your rights can feel daunting. However, you are not alone. Tens of thousands of employees have already joined one of the Equal Pay Claims, uniting to challenge pay inequality.
To be eligible, you must meet the following criteria:
• You worked at Tesco, Morrisons, Sainsbury’s, or Asda within the last six years.
• Your role was in-store, and you were paid at an hourly rate.
• You do not need to be a union member to join the claim.
Act Today
Equal pay is not just a legal right—it’s a fundamental principle of fairness. By joining the Equal Pay Claim, you’re taking a stand against inequality and paving the way for a more equitable future.
Register today and join the fight for fair pay. Together, we can make a difference.
