A female employee claims her pay should be equal to that of a man who works at a completely different site. Can she do that?
She can probably do it, provided that: • Both she and her comparator are working for the same employer, or associate employers (or, if the case is being brought under EU law, in the same establishment or service) • Common terms and conditions apply You may, however, be able to show that the difference in pay is due to a genuine material factor unrelated to sex – such as, for instance, the fact that one employee qualifies for a London weighting, while the other does not.
