Do you work with colleagues who earn more for the same work? And are you then told: “Yes but you’re a student” or “You’re a temp worker”?
Many young people accept that difference, but that is by no means always necessary.

In this blog we explain when you are entitled to equal pay, when pay differences are not allowed and what you can do if you are consistently paid too little.

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Is there such a thing as “equal pay for equal work”?

👉 Yes.
The principle in employment law is that employees who do the same work, under comparable circumstances, also equally paid must be.

That also applies to:

• young people

• students

• part-timers

• temporary agency workers

An employer may not simply make distinctions.

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When is a pay difference allowed?

Not every pay difference is automatically prohibited. A pay difference can sometimes be allowed, for example with:

• demonstrably more experience

• a higher level of education that is truly relevant

• additional responsibilities

• longer length of service

But: the difference must objectively explainable be.

“You are young” or “it’s just a side job” is not a valid reason.

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Common situations where it goes wrong

Among young people we often see:

• permanent employees earn more for the same work

• temporary agency workers receive a lower hourly wage

• students receive fewer allowances

• young people are systematically in a lower pay scale

👉 In many of these situations the pay difference not allowed.

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Equal pay for temporary agency workers

For temporary agency workers, there is a extra important rule:
👉 equal pay for equal work at the client company.

This means that as a temporary agency worker you may be entitled to:

• the same hourly wage

• the same allowances

• the same reimbursements

as colleagues who are directly employed and do the same work.

In practice, this very often goes wrong.

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How do you know if your pay is too low?

Ask yourself these questions:

• do I do the same work as my colleagues?

• do I have the same responsibilities?

• do we work the same shifts?

• is the pay difference well explained?

Can’t you think of a clear reason?
Then the difference is suspicious.

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What if the employer says: “That’s the policy”?

Internal rules or “policy” may:

• not conflict with the law

• not turn out to be discriminatory

Certainly not if the distinction is purely based on:

• age

• being a student

• type of contract

Legally, that often does not hold up.

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What can you do if you earn too little?

Use this step-by-step plan:

1. Compare your pay with colleagues

2. Check your contract, collective agreement, and payslip

3. Ask in writing for an explanation

4. Ask for an adjustment or back pay

5. Take action if nothing happens

In some cases you can:

• get back pay

• receive allowances retroactively

• compel a permanent raise

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Common mistakes by young people

• thinking that age explains everything

• finding pay differences normal

• not daring to ask questions

• assuming that temporary agency workers always get less

• waiting too long

That often costs money unnecessarily.

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Are you unsure whether your pay is correct?

Are you:

• student

• part-timer

• temporary agency worker

• young person with a part-time job

and do you think that you earn less than colleagues for the same work?

Then have it checked. Often it turns out that:

• the pay difference isn’t right

• you are entitled to back pay

• the employer is going too far

👉 Feel free to get in touch to have your situation assessed.