Equal Pay Act- requires that man and women be given equal pay for equal work in the same establishment. The jobs do not need to be identical, but they must be substantially equal. It is job content, not job titles, that determines whether jobs are substantially equal. Specifically the EPA provides that employers may not pay unequal wages to men and women who perform jobs that require substantially equal skill, effort and responsibility, and that are performed under similar working conditions within the same establishment. A more detailed explanation of these factors can be found in the answer to question 2. Title VII - Part of the Civil Rights Act of 1964 which deals with discrimination. ADEA - Age Discrimination in Employment Act of 1967. ADA - Americans with Disabilities Act. Title VII, ADEA, and ADA prohibit compensation discrimination based on race, color, religion, sex, national origin, age, or disability. Unlike the EPA, there is no requirement that the claimants job be substantially equal to that of a higher paid person outside the claimant’s protected class, nor do these statutes require the claimant to work in the same establishment as a comparator. Compensation discrimination under Title VII, the ADEA, or the ADA can occur in a variety of ways. For example: An employer pays an employee with a disability less than similarly situated employees without disabilities and the employer’s explanation (if any) is not a valid reason for the difference in pay. An employer sets the compensation for jobs predominately held by, for example, women or African-Americans below what is suggested by the employer’s job evaluation study, while the pay for jobs predominately held by men or whites is consistent with the level suggested by the job evaluation study. An employer maintains a neutral compensation policy or practice that has a negative impact on employees in a protected class and cannot be justified as job-related and consistent with business necessity. For example, if an employer provides extra compensation to employees who are the head of household,i.e., married with dependents and the primary financial contributor to the household, the practice may have an unlawful disparate impact on women. Note that there are separate laws protecting employees of federal contractors from pay discrimination: Executive Order 11246 forbids federal contractors that do over $10,000 in government business per year from discriminating in employment decisions based on race, color, religion, sex, sexual orientation, gender identity or national origin. Executive Order 13665 protects employees of federal contractors from discrimination based on compensation inquiries, discussions, or disclosures.  Section 503 of the Rehabilitation Act prohibits federal contractors from discriminating in employment decisions based on disability. The affirmative action provisions of the Vietnam Era Veterans’ Readjustment Assistance Act prohibit federal contractors from discrimination in employment decisions based on protected veteran status. For more information on pay discrimination as applicable to federal contractors and their employees see our federal contractor’s page.