Aoife's Equal Pay Claim
How one woman challenged unfair pay and won her case
Aoife worked as a project manager in Cork for a mid-sized tech company. She'd been in the role for three years when she started to notice something wasn't right. A colleague mentioned his salary in passing, and it was significantly higher than hers. When she dug deeper, she realised she was earning around 15% less than men doing exactly the same job—same responsibilities, same experience level, same results. It wasn't a small difference. Over three years, it had added up to thousands of pounds she'd never received.
She decided to speak up. Aoife raised the issue with HR, expecting transparency and a straightforward conversation. Instead, she was told the pay structure was confidential and not up for discussion. When she pushed back, the responses became vaguer. No one would explain why the pay gap existed. Frustrated and feeling dismissed, Aoife knew she needed proper legal advice. She wasn't willing to accept being paid less for equal work.
With the right support, Aoife brought a claim for equal pay. The case examined her work, her qualifications, her performance—and the work of her male colleagues. The evidence was clear: they were doing the same job. Her employer couldn't justify the pay difference. The claim was upheld, and Aoife received arrears covering the shortfall from the past three years, plus going forward she would be paid equally to her colleagues in the same role.
What the Law Says
In Ireland, the Equal Pay Acts (1974 and 1990) make it unlawful for an employer to pay you less than a colleague of the opposite sex if you're doing the same work or substantially the same work. "Same work" means performing the same duties at the same level, regardless of job title or how your pay was decided. If you can show you're doing equal work, your employer must prove there's a genuine reason for the pay difference—and a reason like "that's what we decided to pay you" won't hold up in law. Equal pay rights apply to all workers, including those on fixed-term contracts, part-time staff, and those on probation.
⏰ Important: Time Limits
If you believe you're being paid less than a colleague doing the same work, you have 3 years from the date of the breach to bring a claim to an Employment Rights tribunal or court. However, if the underpayment has been ongoing, each underpaid payment can be treated as a fresh breach, which may extend your ability to claim arrears. Don't delay—the sooner you gather evidence and seek advice, the stronger your position. Time limits are strict, and missing them means losing your right to claim.