Equal Pay Violations in New Jersey: Closing the Wage Gap Through Legal Action
Equal work deserves equal pay. Yet wage disparities based on gender and other protected characteristics continue to affect employees across New Jersey. If you suspect that you are being paid less than similarly situated coworkers for substantially similar work, consulting an experienced Employment Lawyer can help you evaluate whether your employer is violating state law.
Castronovo & McKinney, LLC focuses exclusively on employment law and represents employees throughout New Jersey in wage and hour disputes, including equal pay claims. The firm is committed to ensuring that workers receive fair compensation under the law.
New Jersey’s Equal Pay Protections
The Diane B. Allen Equal Pay Act, which amended the New Jersey Law Against Discrimination (LAD), provides some of the strongest equal pay protections in the country. The law prohibits employers from paying employees of a protected class less than others who perform substantially similar work.
Protected characteristics include sex, race, national origin, age, disability, and other traits covered under the LAD.
What Is “Substantially Similar Work”?
Under New Jersey law, employees do not need to have identical job titles to bring an equal pay claim. Instead, the focus is on whether the positions require substantially similar skill, effort, and responsibility, and are performed under similar working conditions.
Employers may justify pay differences only if they are based on legitimate factors such as seniority, merit, or measurable productivity systems—provided those factors are applied consistently and not as a pretext for discrimination.
Common Signs of Equal Pay Violations
Employees may discover potential wage disparities through internal conversations, pay transparency laws, or changes in compensation structures. Warning signs may include:
- Colleagues with similar duties earning significantly more
- Pay differences that correlate with gender or race
- Lack of clear criteria for compensation decisions
- Disparities that persist despite comparable performance reviews
Even small differences in salary can accumulate into substantial losses over time.
Retaliation for Discussing Wages
Employees are legally permitted to discuss wages with coworkers. Employers may not retaliate against employees for inquiring about pay disparities or filing equal pay complaints.
If an employer disciplines or terminates an employee for raising concerns about compensation, additional retaliation claims may arise.
Damages Available in Equal Pay Cases
Employees who prevail in equal pay claims may be entitled to:
- Back pay for wage disparities
- Front pay for future losses
- Liquidated damages
- Emotional distress compensation
- Attorneys’ fees and litigation costs
In certain cases, employees may recover wage disparities for multiple years, significantly increasing potential compensation.
Building a Strong Equal Pay Claim
Successful equal pay cases often require detailed analysis of job descriptions, performance evaluations, compensation structures, and workforce data. Comparative evidence—showing how similarly situated employees are paid—is critical.
Castronovo & McKinney conducts thorough evaluations of compensation records and employer policies to identify patterns of wage disparity. The firm represents clients throughout Bergen County, Essex County, Middlesex County, Morris County, Woodbridge Township, Hamilton Township, and surrounding communities.
Contact Castronovo & McKinney, LLC
If you believe you are not receiving equal pay for substantially similar work, timely legal guidance can help protect your financial future.
Castronovo & McKinney, LLC
71 Maple Ave
Morristown, NJ 07960
Phone: 973-920-7888
Email: [email protected]
Hours: Monday–Friday, 9:00 AM – 6:00 PM
Schedule a consultation to discuss your situation and learn how focused employment law representation can help you pursue fair compensation.