California Equal Pay Act Violations

California workers deserve fair pay for equal work, yet many employers continue to hide pay disparities behind vague job titles, subjective evaluations, or inconsistent pay scales. When your employer pays you less than coworkers who perform substantially similar work, you may have a claim under the California Equal Pay Act. These violations are far more common than many realize, especially in workplaces where the employer discourages wage discussions or refuses to be transparent about pay ranges. Understanding your rights is the first step toward protecting your income and holding your employer accountable.

What Does the California Equal Pay Act Require?

California law requires employers to pay employees equally for “substantially similar work,” a standard that looks beyond job titles and focuses instead on the actual work performed. Substantially similar work is measured by skill, effort, and responsibility, as well as by whether employees work under similar conditions. This means that if you perform the same tasks, handle similar responsibilities, and possess comparable qualifications as coworkers of a different sex, race, or ethnicity, you should receive equal pay.

Employers sometimes attempt to justify unequal pay by pointing to seniority, merit, or production-based systems. These are lawful defenses only if they are applied consistently and backed by actual evidence. Many employers assert these explanations without supporting documentation, which can become a key issue in your claim.

How Do Pay Disparities Occur in California Workplaces?

Unequal pay can arise in many ways. Some employers set starting pay based on negotiation instead of standardized scales, which often results in disparities among workers performing the same duties. Others offer raises or bonuses to certain employees while denying the same opportunities to employees of a protected class. Pay gaps can also occur when employers assign more valuable projects or responsibilities to certain workers but not others, even when the employees have similar qualifications.

In some cases, employers simply do not realize that their pay practices violate the law. In others, the disparity is intentional, masked by a lack of transparency or an unwillingness to provide wage information.

What Evidence Can Support an Equal Pay Claim?

Proving an Equal Pay Act violation requires showing that the pay difference is based on sex, race, or ethnicity rather than on a legitimate business reason. Evidence may include pay records, job descriptions, performance evaluations, and testimony from coworkers. Emails or internal messages discussing pay decisions can also be powerful evidence, especially when they reflect bias or favoritism.

Comparisons do not need to be perfect. You only need to show that you perform substantially similar work. Employers may attempt to argue minor differences in job duties to justify unequal pay, but courts often look at the overall nature of the work rather than isolated tasks.

What Compensation Could You Recover?

Successful Equal Pay Act claims can result in recovery of lost wages, interest, and additional amounts equal to the lost wages as liquidated damages. If the employer retaliated against you for raising concerns about pay disparities, you may also seek compensation for emotional distress, lost future earnings, and other losses tied to the retaliation. In some cases, courts may award attorney’s fees and costs as well.

How Can You Protect Yourself After Discovering a Pay Gap?

If you suspect you are being underpaid, it helps to gather documents before raising concerns. Pay stubs, offer letters, job postings, and internal communications can offer insight into how your employer sets pay. California law allows employees to discuss wages openly, and employers cannot prohibit or discipline workers for sharing pay information. If your employer responds negatively when you ask about pay, that reaction may support a retaliation claim.

Before confronting your employer directly, consider speaking with an attorney who can evaluate the strength of your case and offer guidance on next steps.

Why Should You Work With an Employment Attorney?

Equal pay claims often involve detailed analysis of job duties, performance records, and company pay structures. Employers typically defend these cases aggressively because they can expose broader wage disparities across the company. An experienced attorney can evaluate your job duties, identify appropriate comparators, and gather evidence that supports your claim. Having legal guidance increases your chances of proving that the employer’s explanations are weak, inconsistent, or unsupported by documentation.

A lawyer can also protect you from retaliation, which remains a serious concern for employees who raise pay issues. If your employer demotes you, cuts your hours, assigns undesirable shifts, or takes other adverse actions after you speak up, your attorney can immediately step in to safeguard your rights.

Speak With a California Equal Pay Act Lawyer Today

If you believe your employer has paid you less than coworkers performing substantially similar work, you may have grounds for an Equal Pay Act claim. At The Nourmand Law Firm, APC, we represent employees who face wage disparities, retaliation, and unfair workplace practices across California. Our team will review your pay records, explain your options, and fight for the compensation you deserve.

To speak with an experienced employment attorney, call 800-700-WAGE today or contact us online for a confidential consultation.