Schroll Law LLC — New Jersey Unequal Pay Lawyer (Wage Discrimination)
Getting paid less for the same work in New Jersey?
Talk to an unequal pay lawyer at Schroll Law LLC.
If you believe you’re being underpaid compared to coworkers—because of gender, sex, race, ethnicity, age, disability, pregnancy, or another protected characteristic—you may have a wage discrimination claim under New Jersey law.
Our firm offers risk-free initial consultation. If we take your case, we work on contingency — you won’t pay unless we win.
Common unequal pay situations:
- You do the same (or substantially similar) job as others but earn less
- You were hired at a lower rate than peers doing the same work
- Raises/bonuses go to others while you’re consistently left behind
- Pay gaps appear after maternity leave, a complaint, or a job transfer
- You were told “don’t discuss pay” or punished for asking about wages
Unequal Pay Is Often Hidden—Until Something Exposes It
Many clients discover a pay gap after:
- A coworker shares their rate
- A job posting lists a higher range
- A promotion offer reveals how far behind they are
- A manager makes an offhand comment about pay
You don’t need perfect proof before reaching out. A lawyer can help you evaluate what the law requires and what evidence can support a claim.
Call Now: 609-934-4902 or Request a Free Case Review.
What Counts as Unequal Pay?
Unequal pay may involve more than base salary. Pay discrimination can include differences in:
- Hourly rate or salary
- Overtime opportunities
- Bonuses, commissions, and incentive pay
- Benefits and perks
- Shift differentials
- Job titles used to justify lower pay for the same work
In many cases, the key question is whether you and higher-paid coworkers perform substantially similar work—even if job titles differ.
Retaliation for Discussing Pay or Complaining Can Be Illegal
A pay gap often comes with another problem: retaliation.
If you were punished after asking about pay or raising concerns—such as being written up, isolated, denied opportunities, or terminated—those facts may strengthen your case.
Signs You Should Speak With an Unequal Pay Lawyer
Contact Schroll Law LLC if:
- You learned coworkers are paid more for substantially similar work
- Your employer can’t give a clear, consistent explanation for the gap
- Your pay fell behind after pregnancy, medical leave, or a complaint
- You were told not to discuss wages or threatened for doing so
- HR brushed you off, stalled, or suddenly criticized your performance
Call Now: 609-934-4902 or Request a Free Case Review.
How Schroll Law LLC Helps
We take a calm, practical approach and focus on building a clear, evidence-based claim.
We can help you:
- Compare your role to “substantially similar” positions
- Identify the most persuasive evidence of unequal pay
- Address retaliation concerns and protect your job when possible
- Communicate with your employer or their counsel
- Pursue back pay and other remedies
Call Now: 609-934-4902 or Request a Free Case Review.
FAQs
What if my employer says the pay difference is based on “experience” or “performance”?
Sometimes that’s true—sometimes it’s a pretext. We look for consistency, documentation, and whether those reasons were applied fairly across employees.
Do job titles have to be identical for an unequal pay claim?
No. Many claims focus on whether the work is substantially similar in skill, effort, and responsibility.
Can I bring a claim if I’m still employed?
Yes. Many people pursue pay correction and damages while still employed.
I was told not to discuss wages. Is that allowed?
In many situations, employers cannot lawfully forbid employees from discussing pay. If you were threatened or punished, tell us—retaliation can be a serious issue.
Talk to a New Jersey Unequal Pay Lawyer
If you suspect wage discrimination or a pay gap that doesn’t make sense, Schroll Law LLC can help you understand your options.
Our firm offers risk-free initial consultation. If we take your case, we work on contingency — you won’t pay unless we win.
This page is for informational purposes only and does not create an attorney-client relationship. Results depend on the facts of each case.