Use this Tesco equal pay claim calculator to estimate your potential back pay compensation. If you work or have worked in a Tesco store, you may be entitled to equal pay back pay if your role has been undervalued compared to higher-paid distribution centre workers doing work of equal value.
This calculator provides an educational estimate based on the reported Tesco store worker pay gap. Enter your details below to see how much you could potentially claim.
Your Estimated Tesco Equal Pay Back Pay Could Be Around:
£0
Plus potential interest (illustrative only): £0
Based on mid-range scenario
£0.00/hour difference
0% pay gap assumed
£0.00/hour difference
0% pay gap assumed
£0.00/hour difference
0% pay gap assumed
Important Information About Your Estimate
- This is an educational estimate only, not a guaranteed claim amount or legal advice.
- Your estimate is based on 0 years of potential back pay eligibility for your region.
- Actual equal pay claims depend on legal tests, evidence of work of equal value, and individual circumstances.
- The interest figure shown is illustrative only, using 8% simple interest. Actual interest calculations may vary.
- We strongly recommend seeking advice from a qualified solicitor or claims provider who specializes in supermarket equal pay claims.
- Many equal pay claims are handled on a no win, no fee basis, meaning you typically only pay if your claim is successful.
How This Tesco Equal Pay Claim Calculator Works
Understanding the Tesco Wage Disparity
The Tesco equal pay claim centers on allegations that store workers, predominantly women, have been paid less than distribution centre workers, predominantly men, despite performing work of equal value under the Equality Act 2010.
Distribution centre roles at Tesco have historically attracted higher hourly rates than comparable store positions. Workers bringing equal pay claims argue that their store-based roles require similar levels of skill, effort, responsibility, and working conditions, and therefore should be paid equally.
How Many Years of Back Pay Can You Claim?
The period for which you can claim Tesco equal pay back pay varies by region:
- England and Wales: Up to 6 years of back pay can potentially be claimed
- Scotland: Up to 5 years of back pay can potentially be claimed
- Northern Ireland: Up to 6 years of back pay can potentially be claimed
These time limits apply from when you bring your claim or join an existing claim. If you left Tesco's employment, additional time limits may apply, so it's important to seek advice promptly.
What Assumptions Does This Calculator Make?
This equal pay claim calculator UK makes several key assumptions to provide you with an estimate:
- Pay Gap Percentage: The calculator uses a default assumption of 18% difference between store and distribution centre hourly rates, based on reported figures in supermarket equal pay cases. You can adjust this in Advanced Settings.
- Hours Worked: Your estimate is based on the average weekly hours you enter, multiplied by 52 weeks per year.
- Eligible Years: We use the minimum of either your years worked or the maximum allowed for your region.
- Three Scenarios: Conservative (pay gap - 5%), Mid-Range (your selected pay gap), and Optimistic (pay gap + 5%) to show a range of potential outcomes.
Actual Tesco equal pay compensation amounts will depend on detailed legal analysis, evidence, and negotiations or tribunal decisions.
Who Is This Tesco Equal Pay Claim Calculator For?
This calculator is designed to help current and former Tesco store employees understand their potential Tesco equal pay eligibility. You may be able to use this calculator if you:
- Work or have worked in a Tesco store in the UK in roles such as checkout operator, shelf stacker, customer assistant, department manager, or similar positions
- Are paid or were paid hourly rather than on a salaried basis
- Worked within the relevant time period for your region (within the last 5-6 years, or currently employed)
- Believe your work is of equal value to higher-paid distribution centre roles
Can Men Join the Tesco Equal Pay Claim?
Yes, absolutely. While many supermarket equal pay claims involve women comparing themselves to male distribution workers, equal pay law protects all workers regardless of gender. Men working in store roles can also bring equal pay claims if they can demonstrate their work is of equal value to higher-paid comparators.
The Equality Act 2010 prohibits pay discrimination based on sex, meaning both men and women have the right to equal pay for equal work.
Former Tesco Employees
If you no longer work at Tesco, you may still be able to join the Tesco equal pay claim. Time limits apply, but former employees can often claim for periods they worked within the eligibility window. We recommend seeking legal advice as soon as possible to ensure you don't miss any deadlines.
Frequently Asked Questions About Tesco Equal Pay Claims
This calculator is for anyone who currently works or has previously worked in a Tesco store in the UK in an hourly-paid role. This includes positions such as checkout operators, shelf stackers, customer service assistants, and department supervisors. Both current and former employees can use this tool to estimate potential equal pay back pay, regardless of gender.
This calculator provides an educational estimate based on reported pay gaps in the supermarket sector. It is not a guaranteed claim amount. Actual compensation depends on many factors including legal tests for work of equal value, individual employment circumstances, evidence presented, and whether claims are settled or decided by tribunal. The three scenarios (Conservative, Mid-Range, Optimistic) give you a range of potential outcomes. For an accurate assessment of your specific situation, you should consult a solicitor specializing in equal pay claims.
To use this calculator effectively, you'll need: your current or most recent hourly rate at Tesco, your average weekly working hours, the total number of years you've worked at a Tesco store, and your UK region (England/Wales, Scotland, or Northern Ireland). It's helpful to have payslips or employment records to ensure accuracy. The calculator also allows you to adjust the assumed pay gap percentage if you have information suggesting a different rate.
Yes, men can absolutely join equal pay claims. The Equality Act 2010 protects all workers from sex-based pay discrimination, regardless of their gender. While many equal pay claims involve women comparing their pay to male colleagues, men working in Tesco stores can also bring claims if they can show their work is of equal value to higher-paid distribution centre workers. Equal pay law is about fairness and work value, not gender alone.
The period for claiming back pay varies by region. In England and Wales, you can potentially claim up to 6 years of back pay. In Scotland, the limit is 5 years. In Northern Ireland, it's also up to 6 years. These time periods run from the date you bring your claim or join an existing group claim. If you've left Tesco's employment, different time limits may apply for when you must start your claim, so it's important to seek advice quickly to avoid missing deadlines.
Yes, former Tesco employees can still bring equal pay claims for periods they worked within the eligibility window. However, strict time limits apply. Generally, you must start your claim within 6 months of leaving employment, though this can be extended in certain circumstances, particularly if you're joining an existing group claim. If you've recently left Tesco or left within the past few years, contact a specialist employment solicitor immediately to check whether you can still claim and what your options are.
Many law firms handle supermarket equal pay claims on a no win, no fee basis, which means you typically only pay legal fees if your claim is successful. This calculator is an informational tool only and does not provide legal representation. If you wish to pursue a claim, you should contact a solicitor or claims management company that specializes in equal pay cases. They can explain their fee structure, including whether they offer no win, no fee arrangements and what percentage of any settlement or award would go toward fees if you win.
UK employment law provides protection against victimization for workers who bring or support equal pay claims. It is unlawful for an employer to subject you to any detriment (such as dismissal, demotion, or unfavorable treatment) because you have made or intend to make an equal pay claim. If you experience any negative treatment after bringing a claim, this could form the basis of an additional victimization claim. Many workers bring equal pay claims while continuing to work for their employer. If you have concerns, speak to a solicitor who can advise you on your rights and protections.
The Equality Act 2010 is the primary law governing equal pay in the UK. It includes a specific provision for equal pay, stating that men and women doing equal work must receive equal pay unless the employer can show a genuine reason for the difference that has nothing to do with sex. "Equal work" includes work that is the same, work rated as equivalent under a job evaluation study, or work of equal value in terms of demands such as effort, skill, and decision-making. Tesco equal pay claims rely on the argument that store workers perform work of equal value to distribution centre workers and should therefore be paid equally under this law.
If your estimated compensation suggests you may have a significant claim, the next step is to seek professional legal advice. Contact a solicitor or legal firm that specializes in employment law and equal pay claims. They can review your specific circumstances, advise you on the strength of your case, explain the claims process, and discuss funding options including no win, no fee arrangements. Gather your employment records, payslips, and any documentation about your role and responsibilities. Many firms offer free initial consultations for equal pay claims. Act promptly, as time limits apply to bringing claims.