SB 642 California Equal Pay Attorney
California’s Equal Pay Law Just Got More Powerful
SB 642 — the Pay Equity Enforcement Act — expanded what counts as wages, extended your filing window to 3 years, and strengthened protections. A California equal pay attorney can help if you suspect unequal pay for equal work.
Four Key Changes Under SB 642
Longer statute of limitations
You now have 3 years from the last violation to file — up from 2 years previously.
Six-year look-back period
Courts can award back-pay covering up to 6 years of ongoing pay violations.
All genders protected
Non-binary and gender-nonconforming workers now have explicit equal pay protection.
Broader definition of wages
Bonuses, stock options, equity, and benefits all count — not just base salary.
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The Law
What Is California SB 642?
Signed by Governor Newsom on October 8, 2025 and effective January 1, 2026, SB 642 is California’s Pay Equity Enforcement Act — a landmark amendment to the California Equal Pay Act that gives workers more rights, more time, and more remedies.
Change 1 · Expanded Coverage
Every gender is now protected
The old law only compared pay between “opposite sexes.” SB 642 now forbids pay disparities between any employee of “another sex,” explicitly covering non-binary and gender-nonconforming workers performing substantially similar work.
Change 2 · Broader Definition of Wages
Bonuses, equity, and benefits count
SB 642 aligns California’s wage definition with the federal Equal Pay Act: total compensation including bonuses, stock and stock options, profit-sharing, vacation pay, and expense allowances must all be equal for equal work.
Change 3 · Time to File
Three years — not two — to bring a claim
The statute of limitations extended from 2 to 3 years. Under the “continuing violation” doctrine, you may recover for the entire ongoing pay gap period — up to six years of back wages.
Change 4 · Pay Transparency
Employers must post honest pay ranges
- 2016
California Fair Pay Act closes loopholes employers used to justify gender-based pay gaps.
- 2022
California becomes one of the first states to require salary ranges in all job postings for employers with 15+ employees.
- Oct. 8, 2025
Governor Newsom signs SB 642 — the Pay Equity Enforcement Act — into law, extending protections significantly.
- Jan. 1, 2026
SB 642 takes effect. Broader protections, 3-year filing window, 6-year look-backs, and all-gender coverage begin.
- Now
If you’ve been underpaid for years, SB 642’s 6-year look-back period may entitle you to substantial back-pay recovery.
Attorney Advertising. This page is for general educational purposes and does not constitute legal advice. Past results do not guarantee future outcomes. Contacting us creates no obligation.
Am I Eligible?
Signs You May Have an Equal Pay Claim
You don’t need to know exactly what coworkers earn. If any of these situations resonates, speak with a California equal pay attorney today — at no cost.
You earn less than a colleague performing substantially similar work — comparable skill, effort, and responsibility — under similar working conditions.
Under SB 642, bonus and stock compensation differences now count as wage disparities. Lower total comp — even if base pay looks equal — may support a claim.
Being denied advancement while less-qualified colleagues are promoted can be evidence of systemic pay and opportunity discrimination.
Vague or misleading pay ranges
Was the posted salary range disconnected from your actual offer? SB 642’s good-faith pay transparency requirement may give you direct recourse.
Patterns affecting a whole team
If pay disparities affect multiple employees in your department or company, a class action may be the most effective and powerful path to justice.
Disparities that started years ago
Thanks to SB 642’s 6-year look-back period and the continuing violations doctrine, even older pay disparities may be recoverable in a claim filed today.
What You Can Recover
Remedies Available Under SB 642
California law provides substantial remedies for workers who prove their employer violated the Equal Pay Act.
6yr
Maximum back-pay look-back period
2x
Liquidated damages — double back pay
+ Fees
Attorney’s fees & costs paid by employer
Example: A senior employee underpaid by $25,000/year for four years could recover $100,000 in back wages, plus an additional $100,000 in liquidated damages, plus attorney's fees — over $200,000 total.
Under California Labor Code § 1197.5, successful plaintiffs may recover the full amount of unpaid wages plus an equal amount as liquidated damages, interest, and attorney’s fees. In class actions, individual recoveries can be supplemented by systemic injunctive relief that benefits all affected employees.
How It Works
Simple, Focused, and on Your Side
We take care of everything. You focus on your recovery.
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Free Consultation
We listen carefully to your experience. No detail is too small. No fee and no obligation — ever.
2
Case Evaluation
We analyze your compensation, duties, and comparators to assess your claim under SB 642.
3
Strategy & Action
We build a plan for your goals — negotiation, class action, or individual litigation.
4
Resolution
From mediation to the courtroom, we fight for maximum recovery. No fees unless we win.
Client Stories
What Our Clients Say
“I highly recommend Empower Law. Dominic and Ariel were incredibly helpful and professional throughout the entire process. They were always ready to tackle any issues that came up and made sure I felt supported every step of the way. My case took a few years, but their dedication never wavered — and in the end, they won.”
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Verified Client
Employment Discrimination Case · California
“When I discovered I was being paid significantly less than male counterparts in my department, I felt hopeless. Empower Law turned that around completely. They were professional, strategic, and genuinely cared about the outcome. I was compensated very well and I truly can’t thank them enough.”
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Verified Client
Equal Pay Act Claim · Bay Area
The Clock on Your Claim Is Already Running
SB 642 gives you up to 3 years to file and may allow recovery going back 6 years — but pay disparities are harder to prove the longer you wait. Contact our California equal pay attorneys today for a free, confidential case review.
- No fees unless you win — contingency representation
- Confidential consultation, no obligation
- Individual and class action equal pay cases
- Serving all of California, statewide
- We handle everything so you can focus on your work
Request Your Free Consultation
SB 642 & Equal Pay — Common Questions
How do I know if I’m being paid unfairly?
Pay disparities can be identified by comparing your total compensation — salary, bonuses, equity, and benefits — to colleagues in substantially similar roles. Our team can help you evaluate your situation and determine whether a violation has occurred.
Does SB 642 only protect women?
No. SB 642 amended the law to cover pay disparities between employees of “another sex,” explicitly protecting non-binary employees. It also protects against pay gaps based on race and ethnicity under the California Equal Pay Act.
Can I file a claim while I’m still employed?
Yes. Your employer cannot legally retaliate against you for exercising your legal rights. Many of our clients file while still employed. We’ll advise on the strategic considerations and how to protect your position throughout.
What does it cost to hire Empower Law?
Nothing upfront. We handle equal pay cases on a contingency fee basis — we only get paid if you recover. Your free consultation is exactly that: free and with no obligation whatsoever.
What’s the difference between an individual claim and a class action?
An individual claim seeks recovery for your personal pay gap. A class action groups employees who experienced similar discrimination, often resulting in larger total recoveries and systemic change. We evaluate both options for every client.
My employer offered a reason for the pay difference. Does that matter?
California law requires any pay differential to be justified by a seniority or merit system, productivity metrics, or a bona fide factor like education, training, or experience. Generic justifications don’t hold up. We’ll evaluate whether your employer’s explanation meets this legal standard.