Title VII, the Pregnancy Discrimination Act, the Equal Pay Act, and the Minnesota Human Rights Act all prohibit discrimination based on sex. Both women and men are protected.
Sex stereotyping. It is illegal to make job decisions based on stereotypes about how men and women should look or act. In a famous case, an accounting firm denied a woman partnership partly because she was seen as "too aggressive." The Supreme Court recognized the unfair trap this creates: out of a job if she acts assertively, and out of a job if she doesn't. Appearance and grooming standards that place a much heavier burden on one sex than the other can also be discriminatory.
Equal pay. The federal Equal Pay Act and Minnesota's Equal Pay for Equal Work Law prohibit paying men and women different wages for jobs that require equal skill, effort, and responsibility under similar working conditions. Pay differences are allowed only if based on seniority, merit, a production-based system, or some other factor unrelated to sex. Once an employee shows unequal pay for equal work, the burden falls on the employer to prove one of these defenses. Courts are divided on whether an employer can justify unequal pay based on what an employee earned at a previous job — and in Minnesota, a 2024 law now prohibits employers from asking job applicants about their pay history at all.
These summaries explain federal and Minnesota employment laws in everyday language, drawing on current legal reference materials. They are general information only, not legal advice. Laws change, deadlines are strict, and small facts can make a big difference. If you believe your rights have been violated, begin a free case evaluation to discuss the facts of your situation.