Los Angeles Wage Gap Lawyers

California law protects employees from pay discrimination based on sex, race, and ethnicity. Workers performing substantially similar work must generally receive equal pay unless the employer can justify the difference through legitimate business factors.

If you believe you are being paid less than coworkers performing substantially similar work, contact Matern Law Group’s Los Angeles wage gap lawyers at 310-987-4226 for a free consultation.

The main provisions of California’s wage gap laws include:

1. California Equal Pay Act (Labor Code Section 1197.5): This law prohibits an employer from paying any of its Los Angeles employees wage rates that are less than the rates paid to employees of the opposite sex, or another race or ethnicity, for substantially similar work, when viewed as a composite of skill, effort, and responsibility, and performed under similar working conditions. The law also prohibits wage discrimination based on gender, as well as race or ethnicity.
2. Salary History Ban: To combat wage discrimination in Los Angeles, California law (AB 168) prohibits employers in Los Angeles from asking job applicants about their salary history. Employers cannot rely on prior salary information as a factor in determining whether to offer employment or what salary to offer. However, if a job applicant voluntarily, and without prompting, discloses their salary history, an employer may consider that information in determining the salary for that applicant.
3. Pay Transparency (SB 973): California requires certain Los Angeles employers (private employers with 100 or more employees) to report pay data by gender, race, and ethnicity to the CaliforniaCivil Rights Department  . This requirement aims to identify and address potentially discriminatory pay practices.
4. Protections Against Retaliation: California law protects Los Angeles employees who disclose, discuss, or inquire about their own or their coworkers’ wages for the purpose of enforcing equal pay laws. Employers are prohibited from retaliating against employees for engaging in these protected activities.
5. Right to Equal Pay for Equal Work: Los Angeles employees have the right to be paid equally for work that is substantially similar to the work of employees of the opposite sex, or another race or ethnicity, in similar working conditions. Any pay differences must be justifiable based on a bona fide factor other than sex, race, or ethnicity, such as seniority, merit, quantity or quality of production, or a necessary business-related reason.
6. Enforcement and Remedies: Los Angeles employees who believe they have been paid less than employees of the opposite sex, or another race or ethnicity, for substantially similar work can file a complaint with the California Labor Commissioner’s Office or pursue a civil lawsuit. Remedies may include unpaid wages, interest, and an equal amount as liquidated damages, among other potential remedies.

These laws reflect California’s commitment to reducing the Los Angeles wage gap and promoting gender, race, and ethnic equality in the workplace. Employers in California must be diligent in evaluating their pay practices to ensure compliance with these robust protections.

How Matern Law Group Helps Employees Facing Wage Gaps

Unlawful wage gaps violate California labor laws. Our unlawful pay attorneys specialize in fighting pay discrimination and securing the full compensation employees deserve.

When You May Have a Claim & Signs To Look For

Under the California Equal Pay Act, employers must pay equal wages to all employees who perform substantially similar work. You may have a valid claim if you notice:

• Pay Disparities: You earn less than coworkers of another sex, race, or ethnicity who perform the same work or duties that require the same skill, effort, and responsibility.
• Salary Secrecy: Employers discourage or prohibit staff from discussing compensation with colleagues.
• Unjustified Pay Gaps: You earn less than a coworker even when there is no legitimate business reason for the difference, such as your performance or the amount of work you produce.

Our Process

At Matern Law Group, we start with a confidential case evaluation. During this phase, we review your compensation history and job responsibilities. Our Los Angeles employment attorneys audit workplace duties and gather comparative wage evidence. We cover every detail, calculating all back pay, interest, and statutory penalties owed before submitting a formal demand package to your employer.

What To Expect After Contacting Us

When you partner with our law firm, our Los Angeles wage gap lawyers handle all legal communications, administrative filings, negotiations, and court representation. We work on a contingency fee basis, which means there are no upfront legal fees. You can expect regular updates throughout your case.

Important Context & Legal Limitations

California law strictly prohibits employers from retaliating against workers who inquire about pay or assert their rights. However, strict statutes of limitations apply to equal pay claims, meaning waiting too long can forfeit your right to recover lost wages and other damages.