Los Angeles Equal Pay Act Violation Attorneys
Protecting Your Right to Equal Pay in the Workplace
Even small wage differences can affect raises, bonuses, retirement savings, and overall lifetime earnings, which perpetuates pay gaps among women, people of color, and other marginalized workers. Whether you are a woman who earns less than your male counterparts or a Black employee facing wage discrimination, consulting with our Equal Pay Act violation lawyers is paramount to addressing unequal pay in the workplace.
At JCL Law Firm, APC, we are committed to holding employers accountable for Equal Pay Act violations. Our attorneys have a deep understanding of state and federal laws to help you navigate the legal process with confidence and clarity. Our exclusive focus on employees allows us to devote all of our time, energy, and resources to workers like you. We prepare every case for trial and pride ourselves on our proven results in employment law matters.
If your employer violated the Equal Pay Act in Los Angeles, our lawyers can fight to hold them accountable. Call (619) 848-3368 to schedule a free consultation.
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Legal Protections for Equal Pay in California
The right to equal pay for equal work is protected by two primary laws:
The Equal Pay Act of 1963
The Equal Pay Act of 1963 is a federal law that prohibits sex-based wage discrimination between men and women in the workplace. It covers all forms of compensation, including salaries, bonuses, and benefits.
California’s Equal Pay Act
California’s Equal Pay Act requires equal pay for substantially similar work (Labor Code § 1197.5). In 2016, the Fair Pay Act (CFPA) strengthened the original law in various ways, such as eliminating the “same establishment” requirement and explicitly stating that it is illegal to retaliate against employees who seek to enforce the law.
What Is the Deadline for Reporting an Equal Pay Act Violation?
Employees generally have two years to file an Equal Pay Act Complaint with the Civil Rights Department (CRD) or the Labor Commissioner’s Office. If the violation is willful, this timeframe is extended to three years. We can review the facts of your case and help you file a timely claim within the appropriate legal deadline.
What Is Gender-Based Pay Discrimination?
Pay disparities that 1.) result from bias against a particular sex or gender and 2.) cannot be justified by seniority, merit, or bona fide job factors constitute gender discrimination. This form of discrimination is not limited to gender, but also extends to gender identity, gender expression, sexual orientation, and pregnancy.
Can I File a Claim Anonymously Under the Equal Pay Act?
Yes. It’s possible to file a claim anonymously under the Equal Pay Act. The Labor Commissioner’s Office keeps the name of the employee confidential until the validity of the claim is established. However, this is not guaranteed, as the claimant’s name may be revealed if necessary to investigate the claim. We can protect the confidentiality of your claim if possible and advocate for a resolution that supports your future.
In Their Own Words
Five-Star Client Reviews
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“I can honestly say they’ve been amazing every step of the way. The entire team is professional, kind, and truly cares about their clients.”- Porsche L.
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“JCL handled my case when no one else would. They listened to my concerns, solved the matter professionally, and they're very communicative.”- Former Client
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“JCL Law Firm has been very professional representing my case. I am very satisfied with the settlement. Great team, customer service, communication, and follow-up.”- Former Client
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“Their team has been remarkable throughout my process and I am so happy with my settlement. Thank you for your great customer service and results.”- Laelah G.
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“JCL Law Firm was easy to work with. This is a firm I would feel comfortable working with again based on their level of service, responsiveness and professionalism.”- Terry C.
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“They are so kind and so considerate, they go above and beyond and always make sure things get done. They'll make sure you get the best deal you can.”- Nathaniel N.
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“Their hard work, professionalism, and patience paid off in the end. JCL Law firm was great at communicating and explaining every step of the way!”- Priscilla E.
Building Cases That Hold Up
Millions Awarded. We Show Up Ready to Win.
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$7 Million Class Action Settlement
Class action settlement filed in Sacramento for non-exempt health care providers at California kidney care treatment centers.
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$6 Million Class Action Settlement
Settlement filed on behalf of restaurant service staff employed by national chain for missed meal and missed rest periods, unpaid service charges and miscalculated overtime.
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$4 Million Class Action Settlement
Settlement filed on behalf of grocery store employees employed by national grocery outlet for miscalculated shift premiums and off the clock work.
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$2.5 Million Class Action Settlement
Settlement filed in Napa County on behalf of California piece-rate laborers employed by a farm labor contractor.
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$2 Million Class Action Settlement
Settlement filed on behalf of non-exempt nonprofit employees employed in California for missed meal and rest periods and off the clock work.
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$2 Million Class Action Settlement
Filed in Los Angeles on behalf of California based behavior health therapists for off the clock work.
What Pay Differences Are Allowed Under California Law?
Lawful differences in pay may be based on seniority, merit, quantity or quality of production, or a bona fide factor, such as education or training. Pay differences that cannot be explained by legitimate factors like experience, education, or seniority may constitute an unequal pay violation.
How Long Are Employers Required to Keep Employee Wage Records?
Under the amended Equal Pay Act, an employer must keep records of wages, wage rates, job classifications, and other terms and conditions of employment for a minimum of three years (Labor Code § 1197.5(e)). As of January 2023, employers must also keep records of job titles and wage rate histories for each employee for the duration of their employment, plus three years after their employment ends.
Can My Employer Fire Me for Discussing Pay with Coworkers?
No. State law protects wage transparency and prohibits retaliation against employees for discussing pay with coworkers, including termination, demotion, and other adverse actions. If your employer fired you for discussing wages, we can help you file a complaint with the appropriate state or federal agencies and pursue a claim in court if necessary to recover lost wages, benefits, and other damages.
If you experienced pay discrimination in the workplace, we can pursue the fair compensation you deserve. Contact us online to request a free case evaluation.
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Working for You As A Team
At JCL, you get a coordinated team working your case, backed by trusted analysts and consultants.
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Start with a Virtual Consult
Meet with our employment lawyers during a no-cost virtual consultation from wherever you are.
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Built for the Bigger Fight
We know how to turn widespread wrongdoing into high-impact cases that actually force change.
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Preparation Is the Advantage
When other firms react, we prepare. Our cases are built early, organized carefully, and always ready for trial.