When you have given your best to a job only to be passed over for a promotion, paid less than a male colleague in the same role, or pushed out after announcing a pregnancy, the frustration and sense of betrayal can feel deeply personal. At Greenberg Gross LLP, our Philadelphia gender discrimination lawyers understand what is at stake for you and your family.
Our trial-tested Philadelphia employment attorneys have recovered millions for employees facing unlawful treatment in the workplace, and we are here to fight for you. If you believe gender discrimination has affected your career, your income, or your well-being, we can help you hold your employer accountable.
Gender discrimination in the workplace means being treated differently because of your sex, gender identity, or gender expression. It can show up as unequal pay, denied promotions, wrongful termination, hostile comments, or policies that unfairly target one gender over another.
Pennsylvania law and federal law both prohibit this kind of treatment, and employees who experience it have real legal options. Let our gender discrimination lawyers help you fight back.
Start your journey towards justice today by scheduling your free claim consultation
Why Choose the Philadelphia Gender Discrimination Lawyers at Greenberg Gross LLP
When your livelihood and professional reputation are on the line, you deserve attorneys who bring both courtroom skill and a deep sense of purpose to your case. Here is what sets us apart.
- Trial-tested results. Our employment team has secured a $10 million settlement for breach of oral contract and a $6.1 million judgment for whistleblower retaliation. Opponents know we prepare every case as if it is going to trial, and that reputation often drives earlier and stronger settlements.
- Focused attention, big-firm power. Our founders left one of the largest global law firms to build a practice that performs at the highest level while giving every client personalized attention.
- Recognized by the best. Greenberg Gross has been named one of the country's "Best Law Firms" by U.S. News Media Group and a Daily Journal top plaintiffs firm. Our attorneys hold distinctions including Super Lawyers, AV Preeminent ratings, and ABOTA membership.
- National reach, local commitment. With offices across multiple states, we bring the resources of a national firm to Philadelphia workers who need strong representation close to home.
Your gender discrimination claim is personal to you, and we treat it that way. Call (855) 255-5515 for a free, confidential consultation with a trial lawyer who will listen to your story and explain your options.
What Does Gender Discrimination Look Like in Philadelphia Workplaces
Gender discrimination does not always look like an obvious, hostile act. Sometimes it is woven into everyday decisions that slowly chip away at your career. Understanding what counts as discrimination is the first step toward protecting yourself. Common examples include:
- Being paid less than a colleague of a different gender who holds the same or a similar position
- Getting passed over for promotions that go to less qualified employees of a different gender
- Being subjected to comments, jokes, or stereotypes about your gender or gender identity
- Receiving harsher discipline or performance reviews compared to colleagues of a different gender
- Being demoted, reassigned, or terminated after disclosing a pregnancy
- Facing retaliation after reporting discriminatory behavior to human resources or a manager
These situations happen in every industry in Philadelphia, from the corporate offices near Market Street and Rittenhouse Square to the healthcare systems, universities, and retail businesses spread across Center City and beyond. No matter where you work, the law protects you.
Laws That Protect You from Gender Discrimination in Philadelphia
Philadelphia employees have some of the strongest protections against gender discrimination in the country. Three overlapping layers of law work together to give you multiple avenues for relief.
Title VII of the Civil Rights Act of 1964
Title VII is the primary federal law prohibiting employment discrimination based on sex. It applies to employers with 15 or more employees and covers hiring, firing, pay, promotions, and all other terms and conditions of employment. Title VII also prohibits sexual harassment and pregnancy discrimination.
Employees who file claims under Title VII generally have 300 days from the discriminatory act to file a charge with the Equal Employment Opportunity Commission (EEOC) in states that have their own anti-discrimination agencies, like Pennsylvania.
The Pennsylvania Human Relations Act (PHRA)
The Pennsylvania Human Relations Act provides broader coverage than federal law in several important ways. The PHRA applies to employers with just four or more employees, meaning many smaller businesses that fall outside federal coverage are still bound by Pennsylvania's rules.
The PHRA prohibits discrimination based on sex, and the Pennsylvania Human Relations Commission (PHRC) has expanded its interpretation of "sex" to include gender identity, gender expression, and sexual orientation. There is no cap on compensatory damages under the PHRA, which can mean greater financial recovery for employees with strong claims.
To file under the PHRA, you must submit your complaint to the PHRC within 180 days of the discriminatory act. The PHRC and the EEOC have a work-sharing agreement, so filing with one agency can preserve your rights under both state and federal law.
The Philadelphia Fair Practices Ordinance
Philadelphia's own Fair Practices Ordinance goes even further. It explicitly prohibits employment discrimination based on sex, sexual orientation, gender identity, marital status, and familial status.
The ordinance is enforced by the Philadelphia Commission on Human Relations (PCHR), giving local workers an additional avenue for pursuing claims. Available remedies include back pay, compensatory damages, punitive damages, and attorney's fees.
Together, these three layers mean that a Philadelphia gender discrimination lawyer can often pursue your claim through multiple channels to maximize your chances of a successful outcome.
Types of Gender Discrimination Claims We Handle
Gender discrimination takes many forms, and our attorneys have experience with the full range of claims that Philadelphia workers bring. Here is a closer look at the most common types.
Unequal Pay and Compensation Discrimination
If you are earning less than a colleague of a different gender for doing the same work, you may have a claim under the federal Equal Pay Act as well as under Title VII and the PHRA. Compensation discrimination can involve base salary, bonuses, stock options, commissions, and benefits.
In plain terms, your employer cannot pay you less because of your gender when you are doing substantially the same job with similar qualifications.
Wrongful Termination Based on Gender
Losing your job is one of the most stressful experiences anyone can face, and it becomes even more painful when you suspect your gender played a role. Pennsylvania is an at-will employment state, which means your employer can generally let you go for any lawful reason.
However, firing someone because of their gender, gender identity, or pregnancy is not a lawful reason. If the timing of your termination, comments made by supervisors, or patterns in your workplace suggest gender-based motivation, you may have a wrongful termination claim.
Pregnancy Discrimination
Federal law and Pennsylvania law both prohibit employers from treating employees differently because of pregnancy, childbirth, or related medical conditions.
This means your employer cannot refuse to hire you because you are pregnant, deny you a promotion because you plan to take maternity leave, or force you into a different role because of assumptions about what a pregnant employee can handle.
Hostile Work Environment
A workplace filled with gender-based jokes, slurs, unwanted advances, or demeaning comments about your gender identity can rise to the level of a hostile work environment. To be considered illegal, the conduct generally must be severe or pervasive enough that a reasonable person would find the environment intimidating or abusive.
You do not have to tolerate a workplace that makes you dread walking through the door each morning.
Retaliation
If you reported gender discrimination, filed a complaint with human resources, or participated in an investigation, and your employer responded by demoting, disciplining, or terminating you, that is retaliation.
Retaliation claims are sometimes even stronger than the underlying discrimination claim because the law takes a firm stance against employers who punish workers for speaking up.
Each of these claim types carries specific legal standards and filing requirements, which is why having a knowledgeable gender discrimination attorney matters.
How to Strengthen Your Gender Discrimination Case
Building a strong case starts well before you ever walk into a courtroom. Taking a few practical steps now can make a real difference in the strength of your claim.
- Document everything. Save emails, text messages, performance reviews, and any written communications that relate to the discriminatory behavior. Keep a personal log with dates, times, locations, and the names of witnesses.
- Report internally when possible. If your employer has a human resources department or a formal complaint process, use it. Reporting creates a record showing that your employer knew about the problem and either addressed it or failed to act.
- Keep copies outside of work. Store important documents on a personal device or in a personal email account, as you may lose access to your work systems if you are terminated.
- Be careful on social media. Avoid posting about your workplace situation or your employer online. What you share publicly can be used against you later.
- Talk to an attorney early. Filing deadlines in Pennsylvania are strict. Under the PHRA, you typically have just 180 days from the discriminatory act to file with the PHRC. Missing that window can limit your options significantly.
The sooner you connect with an experienced Philadelphia gender discrimination lawyer, the better positioned you will be to protect your rights.
We can help assess the strength of your case
What Damages Can You Recover in a Gender Discrimination Case
If your claim is successful, the law allows for several types of recovery designed to make you whole and hold your employer accountable.
- Back pay covers the wages and benefits you lost because of the discrimination, from the date of the adverse action through the resolution of your claim.
- Front pay compensates you for future lost earnings if returning to your old job is not practical or possible.
- Compensatory damages address emotional distress, mental anguish, and loss of enjoyment of life caused by the discriminatory treatment.
- Punitive damages may be available in cases where the employer's conduct was especially malicious or reckless, sending a clear message that such behavior will not be tolerated.
- Attorney's fees and costs can be recovered in many cases, meaning the financial barrier to pursuing justice is lower than many employees realize.
Under the PHRA, there is no cap on compensatory damages, which gives Pennsylvania employees a meaningful advantage over workers in some other states. Your attorney will evaluate which types of damages apply to your specific situation.
FAQs Answered by Our Philadelphia Gender Discrimination Lawyers
Here are some common questions we hear from employees considering a gender discrimination claim in Philadelphia.
How long do I have to file a gender discrimination complaint in Pennsylvania?
Under the Pennsylvania Human Relations Act, you generally have 180 days from the date of the discriminatory act to file a complaint with the PHRC. If you are filing with the EEOC under federal law, the deadline extends to 300 days in Pennsylvania because the state has its own anti-discrimination enforcement agency. Because these deadlines are strict and missing them can prevent you from pursuing your claim, it is important to speak with a gender discrimination lawyer as soon as possible.
Can men file gender discrimination claims in Philadelphia?
Yes. Gender discrimination laws protect everyone, regardless of gender. Men, women, and nonbinary individuals can all bring claims if they have been treated unfairly because of their sex, gender identity, or gender expression. The legal standard is the same: your employer cannot make employment decisions based on gender.
What if my employer has fewer than 15 employees?
While Title VII only covers employers with 15 or more employees, the Pennsylvania Human Relations Act applies to employers with four or more employees. The Philadelphia Fair Practices Ordinance may also apply. This means that most Philadelphia workers have legal protection even if they work for a small business.
What if I was discriminated against but not fired?
You do not need to have been terminated to file a gender discrimination claim. Discrimination can include denial of promotions, unequal pay, demotion, unfavorable work assignments, harassment, and other adverse actions that affect the terms and conditions of your employment. If your employer's treatment has harmed your career or your well-being because of your gender, you may have a valid claim.
Can I be fired for filing a gender discrimination complaint?
Firing an employee for filing a discrimination complaint is illegal retaliation under both federal and state law. If your employer takes any adverse action against you after you file a complaint or participate in an investigation, you may have an additional retaliation claim on top of your original discrimination claim.
Talk to a Philadelphia Gender Discrimination Attorney Today
You showed up and did your job. You earned your place. And no employer has the right to hold your gender against you. At Greenberg Gross LLP, we have spent over a decade fighting for employees in high-stakes cases, and we bring that same level of commitment and preparation to every gender discrimination claim we take on.
Our employment team has secured multi-million-dollar verdicts and settlements, and our reputation for winning at trial often pushes employers to settle before a case ever reaches a jury.
If gender discrimination has cost you a job, a promotion, or your peace of mind, we want to hear your story. Call (855) 255-5515 today for a free, confidential consultation with a trial-tested Philadelphia gender discrimination attorney.