Sex Discrimination Attorneys in Alabama and Georgia

What Is Sex Discrimination in the Workplace?

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Sex discrimination happens when an employer treats an employee or job applicant differently because of their gender, gender identity, or pregnancy status. It shows up in many ways—during hiring, in pay structures, promotions, benefits, training, or termination decisions.

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Our Alabama and Georgia gender discrimination attorneys work with clients facing:

• Unequal pay for equal work
• Gender-biased job postings or recruiting
• Disparities in training or promotions
• Denials of maternity or paternity leave
• Being let go while male peers with less experience stay
• Hostile environments created by sexist comments or behavior

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Common Examples of Gender Discrimination at Work

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Discriminatory Job Ads and Recruitment

• Posting roles only in male-targeted media
• Using digital ad targeting to exclude women
• Relying on word-of-mouth hiring that favors one gender

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Not Getting the Job (Despite Qualifications)

• Hiring a less-qualified man for a role a woman applied and interviewed for
• Basing decisions on gendered assumptions about strength, flexibility, or leadership

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Unequal Pay and Benefits

• Paying men more than women for the same role
• Requiring women to use personal leave for maternity but offering disability for similar leave to men

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Being Passed Over for Promotions

• Favoring men for advancement opportunities despite equal or better performance from women

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Exclusion From Training and Mentorship

• Providing access to high-level training only to male employees
• Creating a “boys’ club” culture that blocks women from career growth

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Gender-Based Termination Decisions

• Firing women during layoffs while less senior male employees keep their jobs
• Using pregnancy or family leave as a pretext for letting someone go

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Your Rights Under Federal Law

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Title VII of the Civil Rights Act

Prohibits discrimination based on sex, gender identity, and pregnancy in hiring, pay, promotions, benefits, and termination decisions. It applies to employers with 15 or more employees.

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Equal Pay Act (EPA) of 1963

Guarantees equal pay for equal work between men and women. Unlike Title VII, you can file directly under the EPA without first going to the EEOC. EPA cases also don’t require proof of intent—just proof of unequal pay for similar roles.

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Which Law Should I File Under?

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Some cases fall under both Title VII and the EPA. The Equal Pay Act may be simpler to pursue and faster to resolve—but only offers compensation for lost wages. Title VII allows for broader damages, including emotional distress.

The Workers’ Firm can help you decide which route makes the most sense based on your goals and the strength of your evidence.

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What You Could Recover in a Gender Discrimination Claim

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If your case is successful, you may be entitled to:

• Back pay and future lost wages
• Reinstatement or a corrected promotion
• Emotional distress damages
• Punitive damages (in some cases)
• Legal fees and court costs

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Why Work With The Workers’ Firm?

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At The Workers’ Firm, we’re committed to leveling the playing field. Our sex discrimination attorneys in Alabama and Georgia have years of experience helping workers fight back against unequal treatment—whether it’s a pattern of unequal pay or a single discriminatory firing.

We don’t just file paperwork—we listen, investigate, and fight hard for a resolution that restores your confidence and protects your future.

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