Sex & Gender Discrimination

Unequal pay. Missed promotions. Being treated differently for your gender or gender identity. If your sex is holding you back at work in ways it legally shouldn’t, let’s talk.

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What is sex & gender discrimination?

When an employer bases decisions about pay, promotions, assignments, or firing on your sex, gender, or gender identity, that’s sex discrimination. It covers unequal pay for the same work, being passed over for being a woman, and discrimination against transgender workers. Title VII, the Equal Pay Act, and state human rights laws all prohibit it.

Sometimes it’s obvious. More often, it’s a hundred small things that add up to being treated like you matter less.

How sex & gender discrimination shows up at work

  • You find out a man doing your exact job earns more


  • You’re called “too aggressive” for behavior that gets men praised

  • Your ideas get ignored until someone else repeats them

  • You’re passed over after having kids, or expected to leave once you do

  • You’re treated differently for being transgender or not fitting gender expectations

  • The path to promotion seems to run through people who don’t look like you

Federal and state protections

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What the law says about sex & gender discrimination

Federal

Title VII prohibits discrimination based on sex, which the Supreme Court’s 2020 Bostock decision confirmed includes gender identity. The Equal Pay Act requires equal pay for equal work regardless of sex. Both apply alongside each other.

Minnesota

The MHRA prohibits discrimination based on sex and gender identity, and covers smaller employers than federal law.

Learn more

Illinois

The IHRA prohibits discrimination based on sex and gender identity, and the Illinois Equal Pay Act addresses wage disparities.

Learn more

Not sure which law applies to your situation? That’s what we figure out with you.

What a sex & gender discrimination case can recover, if your case is successful:

  • Back pay for wages you lost
  • Front pay for future wages
  • Reinstatement to your job (if that’s what you want)
  • Compensation for emotional distress
  • Punitive damages against the employer (in serious cases)
  • Attorney’s fees and costs

Every case is different. What you can recover depends on the facts, the law, and the employer’s conduct.

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*Prior results do not guarantee a similar outcome.

How we handle sex & gender discrimination cases

Every case starts with a free call. We listen first. If you have a case, we tell you what it looks like — what’s likely to happen, how long it might take, what’s realistic. If you don’t have a case, we tell you that too and try to point you toward someone who can help.

On contingency, you pay nothing unless we win.

Attorneys who handle these cases

Meet the full team
Shawn Wanta, Founding Partner at Wanta Thome

Shawn Wanta

Founding Partner

Recognized among the nation’s Top 100 Civil Plaintiff and Top 10 Wage and Hour attorneys, a determined litigator fighting for workers in class and collective actions.

Admitted in MN · IL

Joni Thome, Founding Partner at Wanta Thome

Joni Thome

Founding Partner

Drawing on 25 years of representing professionals and managers, a steady advocate for employees facing discrimination, harassment, and retaliation in the workplace.

Admitted in MN

Suzanne Heywood, Attorney at Wanta Thome

Suzanne Heywood

Attorney

Driven by her own encounters with corporate unfairness, a tenacious champion focused on protecting the rights, livelihoods, and futures of hardworking professionals.

Admitted in IN · IL · MI

Luke Molvarec, Attorney at Wanta Thome

Luke Molvarec

Attorney

Forged by his background as a Marine, an unwavering defender fighting to level the playing field and secure meaningful financial recovery for unfairly treated workers.

Admitted in IL

Common questions about sex & gender discrimination

  • Is unequal pay for the same work illegal?

    Yes. If you’re paid less than a coworker of a different sex for substantially equal work, that may violate the Equal Pay Act and Title VII. Differences are only lawful if based on seniority, merit, production, or another legitimate factor — not sex.

  • Does the law protect transgender workers?

    Yes. Since the Supreme Court’s 2020 Bostock decision, discrimination based on gender identity is prohibited under Title VII as a form of sex discrimination. Minnesota and Illinois law provide explicit additional protections for transgender workers.

  • Is it discrimination if I’m treated differently after having children?

    It can be. Treating a worker worse based on assumptions about motherhood, commitment, or availability is a recognized form of sex discrimination, sometimes called family-responsibilities or maternal-wall discrimination. If your treatment changed after having kids, it’s worth examining.

  • What if I’m called “too aggressive” for acting the same way men do?

    Holding women to different behavioral standards than men can be evidence of sex discrimination, especially when it affects reviews, promotions, or pay. Gender-based double standards are subtle but legally significant, particularly as part of a broader pattern.

  • Can men bring sex discrimination claims?

    Yes. Sex discrimination law protects everyone. If you were treated worse because of your sex — whatever your gender — you can bring a claim. The law is about unequal treatment based on sex, not about which sex is affected.

See all discrimination FAQs

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Common questions

How much is a sex discrimination case worth?

It depends on your losses and the employer’s conduct. Recovery can include back pay, future pay, emotional distress damages, punitive damages in serious cases, and attorney’s fees. We’ll give you an honest read once we understand what happened.

How long do I have to file a sex discrimination claim?

Federal deadlines can be as short as 180 or 300 days, with different timelines under state law. Because the window starts early, reach out as soon as you can so you don’t lose the chance to act.

Do I need to file with the EEOC first?

For most federal sex discrimination claims, yes. State-law claims sometimes have different procedures. We handle the filing for you and make sure it’s done correctly and on time.

Do I need a lawyer for a sex discrimination claim?

You can file alone, but these cases involve tight deadlines, evidence gathering, and employer defenses. A lawyer helps you avoid costly mistakes, and on contingency, there’s no upfront cost.

Can I still have a case if I’m still employed?

Yes. If you’re being underpaid, passed over, or treated worse because of your sex while still working, you may have a claim — you don’t have to lose your job first.