Frequently Asked Questions

I still get email enquiries every day asking if there is a connection is between equal pay and Holiday BackPay Claims.

The straight answer is No, not a direct connection at least, because equal pay is all about gender differences - the difference in pay between male and female jobs.

Whereas Holiday BackPay Claims is solely about whether workers, male and female, received their normal pay during periods of annual leave, going back several years potentially.

So workers in the public sector who regularly receive 'additions' to pay such as overtime or shift payments may well have a claim and this is true across the public and private sectors.

In Scottish councils, for example, this could apply to lots of traditional male jobs who never had a claim in respect of equal pay - refuse workers, gardeners and suchlike - jobs which have often attracted overtime and shift work.

But Holiday BackPay Claims are also likely to apply to many female dominated jobs such as Home Carers who nowadays work additional hours and weekend or split shifts.

Likewise in the private sector, where a big employer like TESCO which has thousands of employees spread across lots of different workplaces, 24 hour supermarkets and out-of-town distribution centres, is well worth investigating for example.