In layman’s terms, it can be said that a woman who is doing the same or similar work to a man within the same establishment is entitled to be remunerated in no less favourable terms than a man. A more detailed and legalistic explanation of this is as follows:
If a person of a particular sex (A) is employed on work that is equal to the work of a comparator of the opposite sex (B), then a sex equality clause (if the terms of A’s work do not include one) is implied by virtue of section 66 of the Equality Act 2010.