Equal Pay Attorney for New York City Employees

How New York Equal Pay Law Applies

New York Labor Law Section 194 generally prohibits paying an employee less than someone outside the employee’s protected class for substantially similar work. Since 2019, the law has focused on substantially similar rather than identical work. Actual duties, effort, responsibility, and working conditions matter more than job titles, so two employees don’t need matching job descriptions to be valid comparators.

Covered compensation can include salary, hourly wages, bonuses, benefits, expense accounts, and other forms of pay. New York generally provides a six-year lookback period for wage claims, although the applicable laws and dates can affect the available recovery. State law also protects employees’ ability to discuss wages and generally prohibits employers from asking applicants about salary history.

How State, Federal, & Local Claims Can Overlap

A pay disparity may support two distinct claims. A wage claim under New York law and a discrimination claim under federal, state, or local human rights law. The federal Equal Pay Act addresses sex-based wage differences, while New York law extends protection to additional protected classes.

For employees covered by the NYC Human Rights Law, we assess whether its lower proof standards and broader damages offer another route to accountability. The facts supporting a New York equal pay claim may also reveal a wider pattern of discriminatory decisions involving promotions, assignments, or advancement opportunities.

Potential Compensation in an Equal Pay Case

Available remedies depend on the statutes involved, the evidence, the employer’s conduct, and the filing dates. They may include unpaid wage differences, compensatory damages, attorney’s fees, and liquidated damages calculated from the underpayment. 

Trial-Ready Representation With Partners Directly Involved

We limit our caseload and keep partners involved in evidence review, strategy, and major decisions. As New York City equal pay lawyers, we prepare every case we take as though it may proceed to trial, even when settlement remains possible. That preparation strengthens our negotiating position and helps us evaluate offers against the evidence.

We have taken employment cases to verdict and secured jury awards and settlements. We bring that litigation experience to negotiations without pressuring clients to accept a premature resolution. Our recommendations reflect the applicable law, the strength of the evidence, and each client’s priorities.