Are you being paid less than someone else doing the same job?
If you’re earning less than someone else doing substantially the same job, you’re not alone —and you may have legal rights. In California, wage inequality based on gender, race, or ethnicity is a serious issue, and the law is on your side.
The California Equal Pay Act makes it illegal for employers to pay employees differently for performing substantially similar work, unless the pay difference is based on factors like experience, education, or merit. This means that job titles don’t have to be identical — if your work is similar in skill, effort, and responsibility, and you’re being paid less, it may be a violation of state law.
Unfair wage gaps can significantly impact your long-term financial security. Fortunately, if your employer is found to be in violation of the Equal Pay Act, you may be entitled to back pay, penalties, and coverage of your legal fees.
At Bibiyan Law Group, our experienced Los Angeles employment lawyers are passionate about fighting for workplace equality. We’ve helped many employees hold their employers accountable and recover the compensation they rightfully deserve. If you suspect wage discrimination, we’re here to help you understand your rights and take action.
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This law firm was extremely helpful and successful in my case. In a matter of 7 months they were able to settle my case! Joshua, Ariella, Vedang, and Iona were my attorneys and Aaron were extremely helpful in my case, always responsive and helped with any questions I had about my case. I was turned down by a few other law firms but this law firm took me seriously and won! I’m very satisfied with all of their services.
They will always answer your calls and call you with updates to keep you informed. I had the pleasure of working with many of them and they are all great individuals. Bibiyan Law Group won two of the two cases I had with them and I’m pretty happy with them. I would recommend you give them a call.
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Key Takeaways About Equal Pay in California
- The California Equal Pay Act applies to gender, race, and ethnicity
- Jobs don’t have to be identical — just “substantially similar”
- Wage transparency is protected — you have a right to ask about pay
- Legal claims must generally be filed within 2–3 years
- You can recover back wages, interest, penalties, and legal costs
Real Case Example: Glendale School Administrator
Maria R., a Latina assistant principal in a Los Angeles school district, discovered that her white male counterpart earned $14,000 more annually despite having the same job title and fewer years of experience. She brought the issue to HR, but was told “that’s just how the budget works.”
Bibiyan Law Group filed a claim under the California Equal Pay Act and secured a $62,000 settlement, including back pay and penalties — and helped prompt a district-wide audit of salary policies.
What Is the California Equal Pay Act?
The California Equal Pay Act (Labor Code §1197.5) is one of the strongest pay equity laws in the United States. It requires employers to pay employees equally for substantially similar work, regardless of gender, race, or ethnicity. This means employees performing comparable duties—regardless of job title—must be compensated fairly when their roles require similar skill, effort, responsibility, and are performed under similar working conditions.
Originally strengthened by the California Fair Pay Act of 2016, the law has undergone several key updates. In 2016, protections were expanded to cover gender-based pay disparities under the “substantially similar work” standard. A year later, the law was broadened to include pay discrimination based on race and ethnicity. Most recently, in 2022, additional protections were introduced to safeguard employees’ rights to discuss wages and to shield them from retaliation when asserting those rights.
Importantly, the law covers both hourly and salaried employees. It focuses on the actual work being performed—not just job titles—ensuring workers are compensated fairly for equal contributions.
Employers may justify pay differences only under specific conditions, such as a valid seniority or merit system, differences in the quantity or quality of work, or other legitimate, job-related factors like education or experience. However, these reasons must be applied fairly, consistently, and without reinforcing existing patterns of discrimination.
Learn more about California pay equity law from the Department of Industrial Relations
What You Can Recover Under the Equal Pay Act
If your claim is successful, California law allows you to recover a range of financial and legal remedies. These include back pay for any wage differences going back two to three years, interest on the unpaid wages, and an additional amount in liquidated damages that often matches the amount of lost pay. In many cases, employees are also awarded attorney’s fees and court costs.
Most importantly, you are protected from retaliation — meaning your employer cannot legally punish you for speaking up or filing a claim.
Example:
A Black female engineer based in Burbank discovered that she was being paid 18% less than her white male colleagues, despite doing the same work. With the help of Bibiyan Law Group, she successfully recovered $45,000 in back wages, an additional $45,000 in penalties, and attorney’s fees — totaling over $100,000 in compensation.
How Equal Pay Claims Work in California
The process of pursuing an equal pay claim involves a few key steps. It begins with a legal review of your pay structure. Your attorney will examine salary records, compare them across employees in similar roles, and identify potential disparities. It’s important to know that California law allows employees to openly share wage information, and employers or HR cannot prevent this.
If a valid discrepancy is found, your attorney may first issue a formal demand letter to your employer. In many cases, this leads to negotiation or settlement. If the issue isn’t resolved, the next step may involve filing a complaint with the California Labor Commissioner or pursuing litigation in court.
Evidence is crucial. During this phase, your legal team will help you collect job descriptions, performance reviews, salary data from coworkers or industry standards, and any written communications that support your case. In more complex claims, expert pay analysis may be used to demonstrate patterns of discrimination.
Most cases are resolved confidentially through settlement. However, if necessary, Bibiyan Law Group is prepared to fight for you in venues such as Los Angeles Superior Court or the California Labor Commissioner’s Office.
Equal Pay & Class Action Lawsuits
If a company’s pay disparities affect multiple employees, a class action can amplify impact — and recovery. Bibiyan Law has represented:
- Retail workers underpaid across locations
- Health professionals with unequal wages by gender
- Tech staff denied equity bonuses given only to male counterparts
We’ll help you determine if a group claim is appropriate and file accordingly.
Local Focus: Why Choose Bibiyan Law in Los Angeles?
We focus exclusively on California employment law — and wage fairness is at the core of what we do. We’ve helped:
- Teachers, nurses, and administrators in LAUSD
- Studio employees in Hollywood and Culver City
- Engineers and office professionals in Burbank and Pasadena
- Hotel and service workers across DTLA and Santa Monica
We know the local industries, employers, and what documentation makes a claim successful in California courts.
What to Do If You Suspect Unequal Pay
✅ Document salary differences — emails, pay stubs, HR documents
✅ Talk to HR (if safe), and document the response
✅ Request a pay audit if multiple employees are affected
✅ Consult a lawyer — especially before resigning or filing alone
You don’t need direct proof — our attorneys can investigate patterns of discrimination.
Schedule Your Free Consultation Today!
Know Your Rights Under California’s Equal Pay Laws
Are you unsure whether you’re being paid fairly? California law protects employees from wage discrimination based on gender, race, or ethnicity — and you may be entitled to compensation if you’re being underpaid for doing substantially similar work.
Before taking action, it’s important to understand:
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How to identify unlawful pay disparities
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Your rights to request wage information and transparency
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What legal steps you can take under the California Equal Pay Act
Get a Free Case Review
If you think you’re being paid unfairly, you have nothing to lose by asking. Our attorneys are ready to:
- Review your claim confidentially
- Evaluate if a class action is viable
- Pursue full compensation under California law
📞 Call (323) 693-1600
Schedule Your Free Consultation Today!
❓ FAQs About Equal Pay Violations
Q: What is the California Equal Pay Act?
Yes. It’s a state law that requires men and women—and workers of all races—to be paid equally for substantially similar work in California.
Q: How do I know if I’m being underpaid?
If colleagues doing similar work earn more based on gender, race, or ethnicity, and the difference isn’t based on seniority or merit, you may have a case.
Q: Can I be fired for asking about pay differences?
No. California law protects employees who inquire or discuss wages from retaliation.
Q: What can I recover in an Equal Pay Act case?
You may be entitled to the pay difference, interest, attorney’s fees, and potentially liquidated damages.
Q: Does the law cover racial wage gaps too?
Yes. The California Equal Pay Act covers wage disparities based on race and ethnicity as well as gender.
Q: Is this different from a federal Equal Pay Act claim?
Yes. California’s law offers broader protections and is often easier for employees to enforce.
Q: What if HR says the roles are not identical?
Under the law, roles don’t have to be identical—just substantially similar in skill, effort, and responsibility.
Q: How long do I have to file a claim?
You typically have up to 2–3 years from the date of the last unequal paycheck to file a claim.