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Almost all employers in Illinois are subject to the Illinois Equal Pay Act, and any employers subject to the U.S. Minimum Wage Act are also subject to the Federal Pay Act, that ensure women are paid equal to men for the same job, and Title VII of the Civil Rights Act, that prohibits gender discrimination. While the determination of what constitutes equal pay is complex, violations, particularly shown to be in bad faith, can result in government enforcement actions and individual civil suits to recover compensatory damages, costs, attorney’s fees, and possibly punitive damages. As enforcement and suits have increased, every employer should evaluate, document, and correct its employment practices to ensure compliance.

Equal pay is not only good business, it’s the law.

Should you have any questions, concerns or issues complying with equal pay laws, please contact us.


This Brief is designed to provide our friends and clients with information regarding the various subject matters covered, it is not designed to take place of legal, accounting, or other professional advice. If expert assistance is required, the services of a competent professional should be sought. This memorandum may constitute advertising under the rules regulating Illinois attorneys.

Brooks, Tarulis & Tibble, LLC
1733 Park Street, Suite 100
Naperville, Illinois 60563

630-355-2101 | info@napervillelaw.com | GET DIRECTIONS