$15.0M
Recovery for employees denied legally required meal and rest breaks.
Employment
California Equal Pay Lawyer
Are you earning less than a coworker for substantially similar work? At Wilshire Law Firm — an award-winning, nationally recognized team — our attorneys help California employees recover back pay and enforce their rights under the Equal Pay Act. Contact us 24/7 for a free case review with a legal professional — there are no fees unless you get paid.
- $3B+RECOVERED
- 7X"BEST LAW FIRM" AWARDS
- 24/7AVAILABILITY & SUPPORT
- 500+LEGAL PROFESSIONALS
Understanding Your Equal Pay Case
Explore essential resources on your rights, your options, and what to expect — everything you need to navigate the legal process, all in one place.
The California Equal Pay Act (California Labor Code §1197.5) requires employers to pay employees equally for substantially similar work, regardless of gender, race, or ethnicity. The law looks at the actual skill, effort, and responsibility a job requires under similar working conditions — not job titles. If your employer cannot justify a pay gap through a legitimate factor like seniority or merit, that gap may be unlawful. A legal professional can review your situation during a free case review.
Wilshire Law Firm is an award-winning, nationally recognized team that has stood up for California workers' rights for years. Our attorneys review your pay records and job duties, explain your rights under California law, and represent you in negotiations or litigation to pursue the wages you are owed. There are no fees unless you get paid. Learn more about our employment lawyers.
Proving an equal pay claim generally starts with comparing your pay to that of coworkers performing substantially similar work. Our attorneys gather pay records, job descriptions, and evidence of comparable duties, then require the employer to justify any wage gap with a lawful, non-discriminatory reason. If the employer relied on prior salary, gender, race, or ethnicity, the disparity may violate the law. Every case is unique, so a legal professional can evaluate your evidence for free.
Employees who prove an Equal Pay Act violation can generally recover the difference in wages they were underpaid, plus an equal amount as liquidated damages, along with interest. In many cases you may also recover attorney's fees and costs. Because damages depend on how long the pay gap lasted and whether the violation was willful, a legal professional can estimate your potential recovery during a free case review. Related help: unpaid wages.
No — California law prohibits employers from retaliating against employees for discussing, asking about, or asserting their right to equal pay. It is also unlawful to fire, demote, or otherwise punish you for filing an equal pay claim or for disclosing your wages. If you have faced retaliation, you may have an additional claim. Our workplace retaliation attorneys can review what happened during a free consultation.
Meet Our Equal Pay Attorneys
Nationally-Recognized Powerhouse, Fighting for the Justice You Deserve
Our award-winning attorneys have recovered billions for clients while taking on insurance companies and major corporations.
John G. Yslas, Esq.Senior Partner, Chair of the Employment Wage & Hour Class Action Department
Mary Lee Caruso, Esq.Senior Partner
Tyler J. Woods, Esq.Senior Partner
Arrash Fattahi, Esq.Partner
Benjamin Haber, Esq.Partner
Nicol Hajjar, Esq.Partner
Diego Aviles, Esq.Junior Partner
Jeffrey Bils, Esq.Junior Partner
Emily Borman, Esq.Junior Partner
Jose Maria D. Patino, Jr., Esq.Junior Partner
Christina M. LeJunior Partner
William M. Pao, Esq.Junior Partner
Eugene Zinovyev, Esq.Junior Partner$12.0M
Recovery for employees denied legally required meal and rest breaks.
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Past results do not guarantee similar outcomes. Each case is unique and evaluated on its own facts.
How Do I Know If I Have an Equal Pay Claim in California?
You may have an equal pay claim if you are paid less than a coworker of a different sex, race, or ethnicity for substantially similar work and your employer cannot justify the gap with a legitimate, non-discriminatory reason. The comparison focuses on the skill, effort, and responsibility the job requires — not the job title. California's Equal Pay Act (Labor Code §1197.5) generally gives you two years to file, or three years for a willful violation, so contact Wilshire Law Firm for a free case evaluation.
Start Your Free Equal Pay Case Review
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Record breaking results
Winners of #1 Settlements in California
Our attorneys have recovered billions of dollars, including some of the biggest settlements in California.
17#1 Settlements in California, 2022–2024*
TopVerdict #1TopVerdict.com #1 settlements
1–1 of 17
#1 Truck v. Pedestrian Accident Settlement
2024
#1 Multi-Vehicle Accident Settlement
2024
#1 Equipment Malfunction Settlement
2024
#1 Car v. Stationary Object Collision Settlement
2024
#1 Bus v. Passenger Accident Settlement
2024
#1 Whistleblower Retaliation Settlement
2023
#1 Underinsured Motorist Settlement
2023
#1 Slip & Fall Accident Settlement
2023
#1 Negligent Security Settlement
2023
#1 Ladder Accident Settlement
2023
#1 Hotel Premises Liability Settlement
2023
#1 Car v. Car Collision Settlement
2023
#1 Bicycle Accident Settlement
2023
#1 Pregnancy Discrimination Settlement
2022
#1 Age/Disability Discrimination Settlement
2022
#1 Wrongful Termination Settlement
2022
#1 Meal & Rest Breaks Settlement
2022
*#1 settlements in California have been awarded by TopVerdict.com. Past results do not guarantee similar outcomes.
Equal Pay FAQs
Our Most Frequently Asked Questions
We've answered the most common ones below. If yours isn't here, call us — we're available 24/7.
The California Equal Pay Act requires employers to pay employees equally for substantially similar work, regardless of sex, race, or ethnicity. Pay differences are allowed only when justified by specific lawful factors, such as a seniority or merit system. Workers do not have to hold the exact same job title to compare their pay.
Substantially similar work generally refers to jobs that require comparable skill, effort, and responsibility performed under similar working conditions. The comparison looks at the actual duties, not just the title on the org chart. Employees at different locations may still be compared in many cases.
Sometimes, but only through specific lawful factors, such as a seniority system, a merit system, a system that measures earnings by quantity or quality, or a bona fide factor other than the protected trait. The employer must show the factor actually accounts for the entire pay gap. Prior salary alone generally cannot justify a difference.
No. California law protects employees who discuss, ask about, or assert their right to equal pay, and prohibits employers from punishing them for it. Adverse actions taken after you raise a pay concern can support a separate retaliation claim.
The Equal Pay Act sets time limits for filing, and they can be short and depend on the facts of your case. Because missing a deadline can end your claim, it is best to confirm the exact period with an attorney promptly. Do not wait to get advice if you suspect a pay disparity. If you work in San Diego, our San Diego employment lawyers can review your equal pay claim.