For members in Lloyds Banking Group.
If you feel you're being paid unfairly for the job that you're performing, there are several steps that you can take. We'll go through them here, but if you're unsure we would recommend discussing this with your local Accord officer.
A good starting point is to make sure you have all the relevant information about your pay and that you know where you are in the applicable pay range. Here are some suggested steps to help you gather the right information:
When you've done your research and have all the relevant information, it's time to talk through with your manager. You'll want to discuss anything that you've found, and the reasons that you feel your salary is unfair. Remember, the pay policy gives managers the discretion to review your pay outside of the annual pay review process - it's called an out of cycle pay review.
The process is an exceptional process, so you'll need to build a compelling case to present to your manager. In order for your manager to gain agreement, they'll also need to be able to show that there's an issue in the way that you're being paid for the contribution you're making to the business. What we're saying is, you're unlikely to gain agreement to increase your pay unless the business can see that your pay is not in line with the contributions and efforts you've put in.
It's likely that your manager will need to seek support from HR and their wider senior management team - and of course the budget-holder for your area. Should it be agreed to increase your pay, you'll be informed, and the increase will be processed on Workday. If your request for an increase is declined, your manager should explain to you the reasons why.
If you're unable to resolve the issue with your manager, or you believe the reasons you're being given don't stack up, talk to one of our local officers for further guidance. We'll discuss the case with you and advise you of the next steps.
The Equality Act (2010) gives workers the right to equal pay based on the protected characteristic of sex, although it may be also open to challenge on other areas of discrimination such as race or age. The Equality Act (2010) replaced the Equal Pay Act (1970), Sex Discrimination Act (1975) and the equality provisions in the Pensions Act (1995) which are incorporated into the 2010 Equality Act.
The law has been designed to ensure that men and women are paid equally when undertaking the same or similar work. Equal pay claims are complicated and require you to establish a comparator of the opposite sex and that the reason for the difference is because of the sex of the workers and not another reason. For this reason, we'd advise anyone who believes they may have an equal pay claim to get in touch with your local Accord officer.
Acas also provide some useful information on equal pay.
If your workplace isn't listed, please enter the first letters of your workplace postcode below to find the details of your local Accord officer.
Enter the first letters of your workplace postcode below to find the details of your local Accord officer.