Purpose: Kickass Online Ltd ('KO') is committed to ensuring that all employees receive equal pay for equal work, irrespective of gender, race, age, disability, or any other protected characteristic. This policy reflects our obligations under the Equality Act 2010 and our broader commitment to fairness and transparency in all compensation decisions.
Scope: This policy applies to all employees of KO, including full-time, part-time, temporary, and contract workers. "Pay" includes all contractual terms: salary, overtime rates, bonuses, commission, benefits, and any other element of remuneration.
Commitment to Equal Pay
KO is committed to the principle of equal pay for equal work, in accordance with the Equality Act 2010 (ss.65–71). An equality clause is implied into every contract of employment, meaning that no employee will receive less favourable contractual terms than a comparable employee of the opposite sex — or on grounds of any other protected characteristic — doing equal work.
Equal work is defined as: like work (the same or broadly similar work); work rated as equivalent under a job evaluation scheme; or work of equal value in terms of effort, skill, and decision-making.
Pay Transparency
KO supports openness about pay as a practical tool for identifying and addressing inequality. Employees are free to discuss their own pay and terms of employment with colleagues if they choose to do so. No employee will be disciplined, disadvantaged, or subjected to any detriment for discussing, disclosing, or enquiring about their own pay or that of a colleague. Any attempt to prevent such discussions is unlawful under the Equality Act 2010 and will be treated as a disciplinary matter.
Pay Audits
KO will conduct periodic reviews of pay and remuneration to identify and address any unexplained disparities. Where a disparity is identified, it will be investigated promptly and, where it cannot be objectively justified, corrected. Audit findings will inform future pay decisions.
Gender Pay Gap
The statutory gender pay gap reporting obligation applies to employers with 250 or more employees. KO currently falls below this threshold and is therefore not legally required to publish a gender pay gap report. Nevertheless, KO is committed to monitoring and addressing any gender pay gap as a matter of good practice, and will do so as part of its periodic pay review process.
Merit-Based Pay Decisions
All pay increases, bonuses, and promotions are based on merit, performance, and relevant qualifications — applied consistently and free from bias. Managers involved in pay decisions will receive training on this policy and on avoiding unconscious bias. Pay decisions must be documentable and capable of objective justification.
Raising Concerns
Any employee who believes they are not receiving equal pay may raise a concern informally with their line manager or formally through the Grievance Procedure. All concerns will be investigated confidentially and without fear of retaliation. Employees also have the right to bring an equal pay claim in the Employment Tribunal within six months of the end of the employment to which the claim relates.
Review
This policy will be reviewed annually and updated to reflect changes in legislation or KO's pay structure.
Last reviewed: May 2026.