Single status is one of the most significant developments ever to affect the pay and conditions of public sector employees in this country and a Midlands law firm has been working overtime to advise the employees of one local authority in its moves towards achieving equality.

The 1997 Single Status Agreement undertook to end pay discrimination in local government by reviewing pay and grading structures for all employees. An agreement between Unions and local authorities set out a timetable whereby pay scales would reach single status by April this year.

In practice, the move towards single status has proven to be more difficult and many local authorities in the West Midlands are still working to agree on-going pay structures and compensation to those employees deemed to have 'lost out' in the past.

Leading Black Country law firm Higgs & Sons was recently appointed to advise the employees of Stoke-on-Trent City Council where a level of compensation had been agreed upon but where independent advice was required to ensure employees were fully aware of the implications of signing up to a Compromise Agreement.

"Stoke-on-Trent had set a structure for compensation and had agreed a level of compensation with its employees," explains Debra Cottam, Associate Solicitor in Higgs' Employment department and part of the team that worked on the Stoke project.

"In accepting compensation, employees were agreeing to relinquish any further claims against the council and because of this it was essential employees knew exactly what they were signing up to," she adds.

The scale of the task meant Higgs & Sons had to deploy a team of 17 to Stoke in order to carry out interviews with 1700 employees. At one point eight lawyers were based in Stoke full time in order to meet the timetable of completing the task within two weeks.

"It was our job to advise on the terms and effect of the Compromise Agreements and it was essential that each employee was given enough time to be made aware of the implications of agreeing to the compensation on offer," continued Debra Cottam.

With the Stoke project complete, the local authority is finalising its Job Evaluation Scheme with a view to implementing single status. However with the April deadline having passed, other authorities may soon be pursuing similar schemes.

"The adoption of single status in this country is one of the most significant developments for public sector employees since the principles of equal status were first introduced in the 1970 Equal Pay Act. With the original April deadline for compliance now gone, the pressure is on local authorities in the region to finalise agreements with their employees as quickly as possible," states Tim Jones, head of Higgs' Employment team.

"And even though authorities may be able to award up to six years in 'lost' earnings to those affected, it is essential that employees are made aware of just what this entails, as once Compromise Agreements are in place, employees will have no further claim on their employers in relation to such actions, " concludes Tim.

ENDS

Notes to Editors

The single status agreement sought to end an unfair pay system by ensuring employers implemented a common pay scale for all jobs, and harmonised terms and conditions based on equal pay and equal status for part-time staff.

Estimates suggest that £5bn in back-pay liabilities and future wage bills may be expected as a result of the changes.

The West Midlands is the worst area to be hit by equal pay liabilities, with a staggering £928m in estimated costs for the region's 38 local authorities.

For further information please contact:

Mark Hand

Connect PR

01902 714957

markh@connect-group.com

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