Equal pay settlements for female employees of local councils have surpassed a total of £1bn so far, with the GMB Union predicting many more wins to come in 2026.
The Equality Act 2010 declares that both women and men must receive the same pay and contractual terms, including when doing roles that are different but of “equal value”. A case brought before the High Court against Birmingham city council in 2012 resulted in a ruling that permitted cooks, cleaners, catering and care staff to launch equality compensation pay claims against Birmingham city council. Since then, the GMB has fought for many other compensation claims against 6 local councils, the results of which now total £1.1bn.
Some of the employees involved in the Birmingham city council case ended up receiving sums as large as £55,000. Glasgow currently holds the position of the largest sum secured so far, after a deal in 2022 for a total £770m. However, workers are still waiting to see this money due to a promised overhaul of the council’s payment system. GMB’s other successful cases include Sheffield (£60m), Leeds, (£10m), Blaenau Gwent (£3m) and Falkirk (£3m).
The recipients of these claims are the people employed in female-dominated roles, such as cleaners, cooks etc. who for too long have not received the same rights and benefits as their male counterparts in similar, but male-dominated roles. This systemic devaluing of the female workforce is now facing its comeuppance, with the GMB Union engaging the Equality Act to its full potential.
Equal pay is a complex and deeply ingrained issue in British society, its facets many and varied. For example, in September of this year, the Office for National Statistics revealed the numbers behind the ‘Motherhood Penalty’, wherein it was found that women often loose out on an average £65,618 in pay by time first child turns five. Subtle and systemic differences between the rights of male and female workers result in serious economic losses daily for women, which in turn impacts their financial and personal independence.
These financial claims represent an important step towards closing the gender pay gap. It is forcing a recognition of the gendered discrepancies across the public sector, and demanding compensation for that consistent inequality – something that GMB are continuing to do. Despite the impressive mile stone of £1.1b, the Union has said that there are still 40,000 outstanding claims across 26 different local authorities. The pursuit of equality for local council employees will continue in 2026.