Landmark equal pay case leads to woman receiving over ￡305k in compensation

In a historic equal pay case, Shona Boyle, an employee of Caterpillar NI, has been awarded over ￡305,000, marking the highest individual equal pay claim in Northern Ireland's history.

Ms Boyle discovered in 2018 that she was earning significantly less than her three male colleagues, despite performing the same job. After receiving unsatisfactory explanations from her employer, she sought legal help from McCartan Turkington Breen to investigate the matter.

Following a lengthy tribunal process from November 2022 to March 2023, which included delays due to the Covid-19 pandemic, the employment tribunal ruled in Ms Boyle's favour. The tribunal confirmed that the pay disparity was due to gender discrimination, and not a legitimate reason. As a result, Ms Boyle was awarded back pay, and was assured equal pay and benefits moving forward.

Expressing her relief, Ms Boyle stated: "Seeking legal assistance was a last resort, after receiving unsatisfactory justifications for the pay difference from Caterpillar NI. I am looking forward to continuing to do the job that I love."

John McShane, who represented Ms Boyle, praised her courage and stressed the broader impact of the ruling. “This decision sends a powerful message against gender pay discrimination and hopefully inspires others to seek the equality they deserve,” he said.

Caterpillar NI has been approached for a response. This landmark ruling underscores the critical importance of equal pay in the workplace. For HR professionals and companies, ensuring compliance with equal pay legislation is not just a legal obligation, but also has moral implications too.

The Equality Act 2010 states that men and women in the same workplace performing equal working roles must receive equal pay, unless a justified reason for a pay difference exists.

Compliance with this law is mandatory for employers. Failing to provide equal pay can result in significant legal and financial consequences, as seen in Shona Boyle's case.

By fostering a culture of transparency and fairness, HR departments can help prevent pay disparities and promote a more inclusive working environment. Regular pay reviews, transparent salary structures, and robust grievance procedures are essential steps in upholding these standards.