The laws enforced by EEOC prohibit employers from paying employees differently based on race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, disability, age (40 or older), or genetic information:
- The Equal Pay Act of 1963 (EPA) requires employers to pay men and women equally for doing the same work at the same workplace.
- The other laws enforced by the EEOC-Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act of 1967 (ADEA), the Americans with Disabilities Act of 1990 (ADA), the Rehabilitation Act of 1973, and the Genetic Information Nondiscrimination Act of 2008 (GINA)- prohibit pay discrimination based on race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability, or genetic information.
All forms of pay are covered by these laws, including salary, overtime pay, bonuses,
vacation and holiday pay, insurance, use of company vehicles, and benefits.
The laws enforced by EEOC protect you from being punished or harassed at work because you or someone you closely associate with (for example, a relative or close friend) complains about pay discrimination. We call this your right to be protected from retaliation.
If you would like more information after reading the frequently asked questions, see the EEOC's Equal Pay/Compensation Discrimination page.