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SPL cover paid 50% more than me - is this fair?

William

Hi All

I wanted to canvas opinion on this. I'm taking 3 months shared parental leave soon. I'm an HR advisor and the person recruited to cover my role will be paid around 20% more, but only work 4 days a week - making the FTE around 50% more than I get. I understand you have to pay more sometimes to get someone for short term contracts like 3 months, and someone experienced who can come in and get on with it - but this seems an awful lot more and I feel a bit disheartened by it. Is it grounds for me to ask for a pay review for my role once I return? Also as it is a lady doing it, and it is surely a comparable role (well, the same role!) is there an issue of discrimination here? Not that I want to open that can of worms but if its staring us in the face I guess its worth being aware of.

Any comments from others who have seen similar situations or what you think, would be great. Thanks.

Parents

  • Hi William

    Interesting issue and one that can easily cause feelings of resentment. Surely there is an equal pay issue here under the Equal pay Act? If the temporary person is simply covering your role while you are away and as you have referenced, will not have the luxury of time to fully integrate, then there is a strong argument that they will not be able to do all that you do so should not be paid a higher salary. The fact that the cover is female immediately sends the message that there could be an undertone of discrimination here. As David as referenced it would be worth raising this with your line manager and discussing that you feel there is an equal pay issue here as if you were not going on SPL, then you would continue to earn your lower salary...

    Chris

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  • Hi William

    Interesting issue and one that can easily cause feelings of resentment. Surely there is an equal pay issue here under the Equal pay Act? If the temporary person is simply covering your role while you are away and as you have referenced, will not have the luxury of time to fully integrate, then there is a strong argument that they will not be able to do all that you do so should not be paid a higher salary. The fact that the cover is female immediately sends the message that there could be an undertone of discrimination here. As David as referenced it would be worth raising this with your line manager and discussing that you feel there is an equal pay issue here as if you were not going on SPL, then you would continue to earn your lower salary...

    Chris

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