Equal Pay Act Violations Attorney in Alabama and Georgia
Equal Pay Act Violations
If you’re doing the same work as someone else but getting paid less, it may be illegal. The Equal Pay Act (EPA) protects employees from wage discrimination based on sex.
What Is the Equal Pay Act?
The Equal Pay Act of 1963 is a federal law requiring that men and women receive equal pay for performing substantially equal work in the same workplace. The law applies to nearly all public and private employers, including those in Alabama and Georgia. Despite these protections, wage gaps still persist and that’s where The Workers’ Firm steps in.
How the Law Defines “Equal Work” and “Equal Pay”
What Counts as Equal Work?
Two jobs don’t need to be identical to qualify as equal work. If they require the same level of skill, effort, and responsibility (and are performed under similar conditions) they’re considered equal under the law. Even if job titles or minor duties differ, the core responsibilities matter most.
What Counts as Equal Pay?
“Equal pay” includes more than just wages. It also covers bonuses, overtime, stock options, vacation time, health benefits, retirement plans, and other fringe benefits. If these aren't distributed equally between genders for equal work, it may violate the EPA.
Title VII vs. the Equal Pay Act: What’s the Difference?
Both the Equal Pay Act and Title VII of the Civil Rights Act protect against wage discrimination, but there are key differences:
- The EPA lets you sue without first filing with the EEOC, and it has a lower burden of proof.
- Title VII offers broader protections and allows claims for emotional damages, but requires an EEOC complaint first.
An experienced Alabama or Georgia Equal Pay Act attorney at The Workers’ Firm can help you determine the best path forward.
Common Violations of the Equal Pay Act
Examples of Unequal Pay
- A woman and a man perform the same role, but the man receives a higher base salary.
- A female employee is denied bonuses or benefits regularly given to male colleagues.
- A woman is paid less due to outdated assumptions about gender roles or family obligations.
What Employers Can and Can’t Do
Employers are allowed to pay differently based on:
- Seniority
- Merit systems
- Quantity or quality of production
- But they can’t use gender as the basis for these decisions. They also bear the burden of proving that the pay difference is lawful.
Factors Considered in Equal Pay Act Claims
Courts may assess:
- Skill – education, training, experience
- Effort – physical or mental exertion needed
- Responsibility – level of accountability in the role
- Working Conditions – hazards or environment
- Establishment – whether jobs are at the same location
What to Do If You Suspect Unequal Pay
If you think you're being paid unfairly based on your gender, speak up. At The Workers’ Firm, our Alabama and Georgia Equal Pay Act attorneys help clients gather evidence, assess their legal options, and pursue justice—whether through a direct lawsuit under the EPA or a broader claim under Title VII.
Contact an Alabama and Georgia
Equal Pay Act Attorney Today
Pay discrimination is more than a financial issue, it’s about dignity, fairness, and your rights as a worker. If you’ve been underpaid for equal work, contact The Workers’ Firm to schedule your confidential consultation.
