Supermarkets in the UK have suffered another blow in the battle for equal pay after the Court of Justice of the European Union (CJEU) ruled employees working in stores can compare their roles to colleagues working in distribution centres for the purpose of equal pay, law firm Leigh Day reports.

Before the UK left the EU, the CJEU was asked whether part of European law could be relied upon by people in the UK making equal value claims against their employer.

Under EU law, a woman can compare their role to that of a man’s working in a different establishment if a ‘single source’ has the power to correct the difference in pay.

The CJEU said:

“Where such pay conditions can be attributed to a single source, the work and the pay of those workers can be compared, even if they work in different establishments.”

Leigh Day represents more than 50,000 supermarket shop floor workers, most of whom are women, who claim they are paid unfairly in comparison to distribution centre colleagues, most of whom are men.

Earlier in the year, the Supreme Court ruled that Asda shop floor workers can compare their roles to those of their colleagues in distribution centres for the purposes of equal pay. Despite this decision, other supermarkets are still arguing that the roles are not comparable.

Kiran Daurka, a partner in the employment team at Leigh Day, said:

“This judgment reinforces the Supreme Court’s ruling that the roles of shop floor workers can be compared to those of their colleagues in distribution centres for the purposes of equal pay. For a long time, employers have argued that UK law in this area is unclear, but this judgment is simple; if there is a single body responsible for ensuring equality, the roles are comparable.

“Clarification from the CJEU confirms that this single source test can be relied upon by people in the UK bringing an equal value claim. This means that employers can no longer hide behind the grey areas of UK law. It’s time for supermarkets to accept that the roles of shop floor workers and distribution centre workers are comparable.”

There are a number of British laws relating to equality which were made when the UK was part of the EU. British Parliament has chosen to retain those laws, including ones relating to equal pay, so they still form part of British law.

To reduce the risk of unequal pay, it’s good practice to:

• Have an equal pay policy.
• Have up-to-date job descriptions that accurately describe the work that staff do.
• Make sure that men and women who do the same work do not have different job titles.
• Be consistent when deciding people’s pay and contractual terms and conditions.

Pam Jenkins, who works at Tesco, said:

“To get a judgment confirming shop floor workers can use an easier legal test to compare their jobs to male colleagues in distribution is uplifting. I’ve always been proud to work at Tesco but knowing that male colleagues working in distribution centres are being paid more is demoralising. I’m hopeful that Tesco will recognise the contribution shop floor workers make to the business and reflect that in our pay.”

For more information or to join the claim visit Equal Pay Now.