California has some of the strongest protections in the country for employees who want fair pay and transparency in compensation. Despite these laws, many workers in Torrance still experience unequal pay or discover that colleagues performing substantially similar work are earning more.

Understanding your rights under the California Equal Pay Act and related state and federal laws can help you take action when pay inequities occur.

At Employee Law Group, we help workers in Southern California identify unfair pay practices, assert their rights, and pursue compensation when the law has been violated.

Understanding Equal Pay Law in California

California passed significant reforms to its equal pay laws to strengthen protections for workers. These changes expanded the California Equal Pay Act, clarified employer obligations, and broadened the definition of equal work.

California Equal Pay Act: Core Standards

The California Equal Pay Act requires employers in California to provide equal pay for substantially similar work. This means employees who perform work that requires similar skill, effort, and responsibility, and that is performed under similar working conditions, must be compensated equally regardless of gender, race, or ethnicity.

The law prohibits pay differences between employees of the opposite sex for equal work unless the employer can justify the unequal pay based on a bona fide factor other than sex, such as education, training, or experience. However, an employer must prove that the factor is job related, consistent with business necessity, and does not perpetuate existing pay inequities.

Protections Beyond Gender

California expanded protections to include ethnicity-based pay disparities. Unequal pay is considered a violation when employees of another race or ethnicity performing substantially similar work are paid less than an employee who performs the same work.

Federal EEOC Standards

State and federal laws work together. The federal Equal Pay Act and Title VII prohibit discrimination in compensation. Employees in Torrance are protected under both state and federal equal pay laws.

What Counts as Pay Under California Law

Compensation includes more than just an hourly wage or salary. California law defines pay broadly to ensure that employers cannot disguise pay discrimination through alternative forms of pay.

Direct Pay

• Hourly wage
• Salary
• Piece rate

Indirect and Additional Forms of Pay

• Bonuses
• Overtime pay
• Commission
• Stock options
• Benefits
• Any other forms of pay that contribute to total compensation

If an employer pays any of its employees less than an employee of the opposite sex or another race or ethnicity for substantially similar work, the law prohibits that practice unless a lawful justification exists.

Legal Exceptions That Allow Pay Differences

A pay difference between employees is allowed only if the employer can prove that the entire pay difference is based on legitimate, nondiscriminatory factors.

Recognized Legal Defenses

• Seniority systems
• Merit systems
• Systems that measure earnings by quantity or quality of production
• A bona fide factor other than sex, such as education, experience, or training

Even when a bona fide factor is used, the employer must justify the unequal pay and show that it accounts for the entire difference.

Common Equal Pay Violations in Torrance Workplaces

Many violations occur quietly and over time. Some typical scenarios include:

• Different job titles but identical duties
• Women receiving a lower pay scale than men for the same work
• Race or ethnicity based pay disparities
• Unequal promotional opportunities
• Retaliation after an employee raises a pay claim
• Employers in California that intend to pay you less based on a protected characteristic

If you observe any of these situations, your pay may be affected by an unlawful practice.

How Employees Can Identify a Pay Gap

A pay gap often becomes clear once you know what signs to look for.

Recognize Red Flags

• Colleagues performing substantially similar work report higher pay
• Raises or promotions appear inconsistent or discriminatory
• Sudden changes to job duties without an increase in pay

Compare Duties, Not Titles

California law focuses on the work performed, not the job title. If the work is substantially similar, the employer must justify any pay difference.

Review Compensation Records

Keep copies of:

• Pay stubs
• Offer letters
• Performance evaluations
• Pay scale information if provided

Your Rights Under California Equal Pay Protections

California law provides several important protections to help employees address unfair pay practices.

Right to Discuss Compensation

Under California labor code, an employer cannot prohibit employees from discussing wages. Pay transparency laws ensure that workers can compare compensation without fear of retaliation.

Protection From Retaliation

If you raise a concern, the law prohibits retaliation. Any negative action taken against you for asserting equal pay rights is unlawful.

Right to File a Pay Claim or Lawsuit

You can file a complaint with the California Civil Rights Department or pursue a civil claim. The statute of limitations for an equal pay act claim is generally two years from the date of the last act of discrimination, or three years if the violation is willful.

Employees may recover:

• Back pay
• The additional equal amount as liquidated damages
• Attorneys fees
• Other forms of compensation

How Employee Law Group Helps You Fight Pay Gaps

Employee Law Group takes a thorough and proven approach to addressing pay inequities.

Comprehensive Case Review

We analyze your job duties, pay scale, salary or hourly wage range, performance evaluations, and the rates paid to employees doing substantially similar work. Our attorneys understand how to prove that the pay is considered a violation when employers fail to justify the difference.

Evidence Development

We use advanced document review tools to uncover hidden pay inequities. We evaluate labor code section requirements, employer policies, and compensation history.

Negotiation and Litigation

We negotiate with employers in California to secure back pay, compensation for damages, and policy changes. When necessary, we litigate to enforce your rights under the California Fair Pay Act, California labor code section guidelines, the Fair Employment and Housing Act, and federal equal pay act standards.

Why Workers in Torrance Choose Us

Employee Law Group has extensive experience holding employers accountable for wage discrimination, ethnicity based pay disparities, gender pay issues, and violations of California’s equal pay and pay transparency laws.

Steps to Take if You Suspect Unlawful Pay Differences

If you believe a pay gap exists, taking the right steps early can protect your rights.

1. Document Pay Concerns

Save proof of unequal pay, duties you perform, and comparisons with coworkers.

2. Do Not Confront Your Employer Without Legal Guidance

An attorney should review your situation first. Employers often attempt to justify any pay difference without understanding labor code requirements.

3. Contact Employee Law Group

We provide confidential consultations to help you understand the next steps. If your claim is valid, we pursue compensation and ensure your employer must comply with California labor protections.

Potential Compensation for Successful Equal Pay Claims

If you prove that the pay difference is unlawful, you may be entitled to:

• Back pay for the period of discrimination
• An additional equal amount as liquidated damages or statutory penalties
• Adjusted wages going forward
• Attorneys fees and costs
• Policy changes to prevent future violations

Employer Obligations Under California’s Pay Transparency Laws

California’s pay transparency laws require employers with 15 or more employees to provide the pay scale for a position upon reasonable request. The employer must include the pay scale in job postings. The employer reasonably expects to pay within the salary or hourly wage range provided.

Employers in California cannot conceal pay scale information and cannot pay any of their employees less than required by state and federal anti discrimination laws.

Key Requirements

These key requirements outline what employers must do to comply with California’s updated pay transparency rules.

Frequently Asked Questions

Conclusion: Achieving Pay Equity in Torrance

California law provides powerful tools to ensure equal pay for equal work. If you believe you are facing discrimination or a pay difference that cannot be justified, you are not alone. Employee Law Group is committed to protecting workers from wage disparities and helping employees secure the compensation they are entitled to.

Torrance workers have the right to fair pay, transparency, and equal treatment. Our team is ready to help you take the next step.

Schedule a free case consultation to learn how we can support you in pursuing fair compensation.