The phrase “equal pay” can sound like a single calculation. In practice, a useful first step is to establish dates, the same hirer, interruptions and the rules the agency says apply.
Build the chronology
List the employer, hirer, assignment start, any breaks, workplace changes and prior assignments with the same hirer. Keep assignment notices and payslips in date order. A change of department does not automatically answer whether the hirer changed.
Ask for the comparison basis
The relevant comparable remuneration at the hirer is a factual question. Ask the agency what information it has used, which pay components it considered and whether a collective agreement affects the timing or progression.
Separate facts from conclusions
Your records may show that a date has passed, but they may not establish the correct comparator or every permissible variation. If the response indicates a material shortfall, or if the agency does not answer, seek individual advice quickly because claim deadlines can apply.
A contract consultation can help organise the documents and questions. A legal representative is the appropriate person to assess and pursue a contested claim.