Los Angeles Equal Pay Lawyer

Equal Pay & Compensation Discrimination

In California, the law is clear: you have the right to compensation that is equivalent to your work, experience, and job description. Under the Equal Pay Act (EPA), employees performing substantially similar work under similar conditions must receive equal pay and benefits.

At Mesriani Law Group, we fight relentlessly for workers who have been denied their fair share. If you are being paid less than your peers due to your race, gender, religion, or disability, our Los Angeles employment attorneys are here to secure the maximum recovery you deserve.

What Counts as “Equal Pay”?

Compensation discrimination involves more than just your base salary. Under the law, “pay” encompasses every form of remuneration, including:

• Wages & Overtime: Minimum wage, hourly rates, and time-and-a-half compensation.

• Bonuses & Incentives: Performance bonuses, stock options, and profit-sharing plans.

• Leaves & Benefits: Vacation/holiday pay, jury duty leave, and severance packages.

• Allowances: Reimbursements for travel, gasoline, and hotel accommodations.

• Insurance: Life insurance and other fringe benefits provided to other employees.

Telltale Signs of Compensation Discrimination

While the law allows for pay differences based on seniority, merit, or production quality, it is strictly illegal if the disparity is rooted in protected characteristics.

1. Disparities in Basic Pay

• Salary Gaps: Discovering that coworkers with less experience or lower efficiency are receiving a higher base salary for the same role.

• Minimum Wage & Overtime: Receiving less than the mandated hourly rate or being denied “time-and-a-half” for hours worked beyond 8 in a day or 40 in a week.

2. Denial of Legally Mandated Benefits

• Meal and Rest Breaks: Being forced to work through breaks that are granted to others.

• Protected Leaves: Being denied pay or job security for Jury Duty, Voting, or Witness leave.

• Severance Packages: Being offered a less favorable exit package than others in similar positions.

3. Exclusion from “Fringe” Perks

• Expense Reimbursements: Not being paid back for work-related travel or supplies while others are.

• Travel Quality: Receiving lower-quality accommodations or smaller travel allowances than peers in the same position.

• Insurance & Bonuses: Being denied health benefits or holiday bonuses provided to the rest of the team.

4. Patterns of Prejudice

• Any disparity based on Race, Skin Color, Religion, Gender Identity, Marital Status, or Disability.

Laws That Protect Your Paycheck

Our legal team utilizes a combination of state and federal laws to build your case:

• The Equal Pay Act (EPA): Mandates equal pay for equal work regardless of gender.

• Title VII of the Civil Rights Act: Prohibits pay discrimination based on race, color, religion, and national origin.

• California FEHA: Provides broad state-level protections against pay discrimination and retaliation.

• ADEA & ADA: Protects against disparities based on age (40+) and physical or mental disabilities.

Why You Shouldn’t Negotiate Alone

Attempting to settle a pay dispute on your own puts you at a severe disadvantage. Employers often use high-powered defense teams and insurance adjusters to:

• Exploit Loopholes: Using technicalities to make you waive your rights.

• Undervalue Your Claim: Offering “lowball” settlements that don’t cover your true losses.

• Pressure Witnesses: Discouraging your coworkers from providing supporting testimonies.