A difference of a few pounds an hour might not sound like a huge amount. But when that difference continues across years of supermarket shifts, it can quickly add up.
That is one of the issues at the heart of the ongoing Sainsbury’s equal pay claim.
The claim alleges that some Sainsbury’s store workers were paid less than distribution centre workers doing work of equal value. Some law firms have argued that the difference could be around £1.50 to £4 an hour.
If the claim succeeds, eligible current and former store workers could potentially be entitled to back pay.
So, what could that hourly difference actually mean over several years?
How could a £2.20 hourly pay difference add up?
The amount someone could potentially receive would depend on their individual circumstances, so there is no single figure that applies to every Sainsbury’s worker.
But a simple example shows how an hourly difference can build up.
- Someone working 25 hours a week with a £2.20 hourly pay gap would be £55 behind each week
- Over one year, that would amount to around £2,860. Over six years, the difference could reach around £17,160
- For someone working more hours, the potential difference could be greater. At 37.5 hours a week, for example, a £2.20 hourly difference would add up to around £25,740 over six years.
These figures are illustrations only. They do not mean that every Sainsbury’s store worker experienced a £2.20 hourly pay gap or would receive these amounts if the claim succeeds.
Why are Sainsbury’s store and distribution centre workers being compared?
The jobs do not have to be identical for an equal pay claim. Equal pay law gives men and women the right to equal pay for equal work. This can include different jobs where the work is considered to be of equal value.
The Sainsbury’s claim alleges that predominantly female store workers were paid less than predominantly male distribution centre workers, despite the work being of equal value.
Sainsbury’s disputes the claims and the litigation remains ongoing.
Is the Sainsbury’s equal pay claim only for women?
No. The wider issue concerns allegations that predominantly female store roles were paid less than predominantly male distribution centre roles.
However, both men and women working in relevant Sainsbury’s store roles may potentially be able to take part.
Could former Sainsbury’s workers claim back pay?
Potentially. Some current supermarket equal pay claims are open to people who worked in relevant store roles within the last six years.
There are different legal routes and time limits can apply, so leaving Sainsbury’s does not necessarily mean you are too late. Equally, it is important not to assume you have years to decide whether to take action.
If you previously worked in a Sainsbury’s store, it is worth checking your individual position as soon as possible.
Why could timing matter?
Equal pay claims can potentially involve several years of back pay, but there are limits on how far back a claim can reach. This means older periods when you may have been underpaid can become too old to recover as time passes.
There are also deadlines for starting some types of equal pay claim after you leave your employer. So, if you think you could be affected, checking your position sooner rather than later can help make sure you do not miss out on back pay you may otherwise have been able to claim.
What if Sainsbury’s pays store workers more now?
The claim is not simply about what Sainsbury’s workers are paid today.
It concerns allegations that store workers were paid less than distribution centre workers during earlier periods.
So even if your rate of pay has increased since then, you could still potentially have a claim relating to previous periods of alleged unequal pay.
Whether you could claim will depend on your individual circumstances.
How do I find out more?
If you currently work in a Sainsbury’s store, or worked there within the last six years, you may be able to take part in an equal pay claim.
You can find out more on our Sainsbury’s equal pay claim page.
Join the Claim connects consumers with SRA-regulated lawyers. Visit the claim page to check your eligibility if a claim is open with one of our trusted legal partners. If a group action has not yet been launched, you can register your interest and we’ll keep you informed if a partner firm decides to take a claim forward.
