The Legal Framework Behind Equal Pay for Temporary And Permanent Workers in New Jersey

Employers may not pay an employee in a NJLAD-protected class less than employees outside that class for “substantially similar work,” viewed as a combination of skill, effort, and responsibility, performed under similar working conditions.

The law applies to all protected classes under NJLAD — not only sex — and covers wages and benefits.

“Substantially Similar Work” Under New Jersey Law: Why It Matters For Temporary And Permanent Employees&nbsp;

Skill — the training, experience, education, and ability needed to do the job.

Effort — the amount of physical or mental exertion required.

Responsibility — the level of accountability, judgment, or decision-making involved.

How Equal Pay Is Calculated For Permanent Or Temp NJ Employees: More Than Only Hourly Rate

How to Identify Potential Equal Pay Violations Between Temporary versus Permanent Employees In NJ

A temp might be paid a higher hourly rate than a permanent employee but still end up behind once you factor in benefits.

The law may require looking at total compensation and the average cost of benefits, not only the sticker wage.

Pay statements that list only your hours and rate, with no breakdown of the client’s charge.

Pay stubs that lack the cost of benefits for comparable permanent employees.

A complete absence of itemized statements, even after multiple pay periods.

What You Can Do If You Noticed Pay Violation Between Temporary And Permanent Employees In NJ

Your Additional Rights Under New Jersey’s Temporary Workers’ Bill of Rights

Complain internally or externally about pay discrimination

Assert their rights under the Equal Pay Act or NJLAD

Taking the Next Step Toward Protecting Your Earnings

Equal Pay for Temporary vs. Permanent Employees in NJ: How to Spot Violations

How New Jersey Treats Education-Based Disparities In Pay

How Education Fits Into “Substantially Similar Work” Under NJ Laws

Two employees may be performing substantially similar work even if one has a graduate degree and the other does not, if the job itself does not truly require advanced education.

An employer cannot defeat a pay-equity comparison simply by pointing to a resume line that has nothing to do with the duties of the job.

The Legal Standard For Education-Based Pay Differences In NJ

The factor is legitimate and is not based on and does not perpetuate a pay difference based on a protected characteristic.

The factor or factors account for the entire wage differential (not only a small fraction of it).

The factor is job-related with respect to the position in question and based on a legitimate business necessity.

There is no alternative business practice that would serve the same purpose without producing the wage difference.

When Education-Based Pay Differences Can Be Legitimate

A hospital may lawfully pay a registered nurse with a specialized certification more to perform complex, advanced clinical tasks that others are not qualified to perform, if that certification is genuinely required for those tasks and the pay gap is tied to that responsibility.

A law firm may pay an attorney with an advanced tax LL.M. more for a specialized tax practice group, if the role actually requires that depth of education and the firm applies those criteria across attorneys regardless of protected class.

Red Flags That Education May Be Used To Hide Equal Pay Violations

The Work Looks The Same, Regardless Of Degree. If co-workers with the same title and the same daily tasks are paid differently, and the only explanation given is one person’s degree — especially when the job description does not require that degree — that is a red flag.

Education Requirements Were Added After Pay Differences Appeared. Sometimes employers retrofit job descriptions to emphasize a degree after someone complains about pay. If the requirement was not part of hiring or promotion decisions, but is suddenly used to justify gaps, it may not qualify as a bona fide factor.

Education Is Applied Inconsistently By Gender Or Race. If women or workers of color must have advanced degrees to earn certain pay levels, while white or male colleagues reach those levels without the same credentials, that pattern can point toward discrimination, not a neutral standard.

The Business Necessity Claim Feels Thin. If an employer cannot clearly articulate why the degree is necessary (not “nice to have”), or if there is an obvious alternative (like a shorter training program) that would not disadvantage a protected group, the “business necessity” piece may be missing.

How NJ’s Equal Pay Protections Interact With Federal Law

The <a href="https://en.wikipedia.org/wiki/Equal_Pay_Act_of_1963">federal Equal Pay Act</a>, which focuses primarily on sex-based wage differences for substantially equal work.

<a href="https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964">Title VII of the Civil Rights Act</a>, which prohibits compensation discrimination on the basis of race, color, religion, sex, and national origin.

Let’s Discuss Your Pay Equity Concerns&nbsp;

Using Educational Requirements to Justify Pay Differences in NJ: When Does It Violate the Law?

The Legal Frame In New Jersey: When Merit Unlawfully Increases Wage Gap

The statute recognizes only three broad defenses: a seniority system, a merit system, or a specific set of job-related factors that fully explain the gap and are consistent with business necessity (and that don’t perpetuate past discrimination). The employer bears the burden of proof.

<a href="https://www.nj.gov/lps/dcr/downloads/DCR-Equal-Pay-Guidance-3.2.20.pdf">New Jersey’s Division on Civil Rights explains</a> that a “merit system” must be a predefined, uniformly applied plan that measures performance using legitimate, job-related criteria. Ad hoc judgments about what an employee is “worth” do not qualify as a merit system.

How Merit Increases Can Hide Or Worsen Wage Gaps In NJ

Percentage Raises On Unequal Bases. If Jane and John do substantially similar work but Jane started $8,000 lower, giving both a 4% “merit” increase grows the dollar gap each year. Over time, seemingly neutral percentages compound an unlawful differential.

Biased Inputs And Unequal Opportunity. Performance ratings that rely on subjective traits (“executive presence,” “culture fit,” “aggressive closer”) can reflect gender or race stereotypes; so can sales or utilization targets if a worker was assigned fewer stretch accounts or given less billable work. <a href="/blog/how-nj-employers-use-pay-bands-to-hide-equal-pay-violations">Bias in pay bands</a> can arise when those inflated ratings push one group into higher compensation tiers while others remain locked below, despite performing substantially similar work.

Opaque Calibration. “Merit matrices” often get adjusted in closed-door calibration meetings. If those adjustments consistently favor one group — or rely on non-job-related rationales — the employer will struggle to show a bona fide, business-necessary factor that accounts for the entire gap, as New Jersey law requires.

Unequal Bonuses and Stock Options. Merit programs often include discretionary bonuses or stock option grants that aren’t visible to coworkers. Because “compensation” under New Jersey’s Equal Pay Act includes base pay, bonuses, commissions, benefits, and equity awards, unexplained <a href="/blog/unequal-stock-options-and-the-equal-pay-act-in-nj">disparities in stock options</a> or other incentive pay count too — and may indicate a systemic pay equity problem.

“Market” Justifications That Don’t Hold Up. Employers may cite “market rate” to explain why some employees were placed lower in the band — but the statute requires any factor be job-related, account for the entire gap, and be consistent with business necessity when less discriminatory alternatives exist.

What Counts As A Lawful “Merit Based” Wage Gap In New Jersey

A merit system is a predefined plan with criteria tied to the job — think measurable outcomes, competencies, or quality metrics — applied uniformly and in good faith.

“We pay what this person is worth” or “lead approved a larger bump” is not a merit system.

NJ’s Salary History Bans And Pay Transparency: Why They Matter To Merit Pay

If You’re Facing Merit Based Wage Gap In New Jersey

Ask For The Rationale In Writing. A short note works: “So I can improve, can you share the criteria used to determine my merit percentage and where I fall in the salary range for my role?” New Jersey protects employees who discuss pay or request information to evaluate pay equity.

Compare Roles, Not Titles. Think in terms New Jersey uses: skill, effort, responsibility. If colleagues do substantially similar work and are paid more, the law doesn’t require identical titles to draw comparisons.

Document The Pattern. Keep performance reviews, raise letters, and any range information from postings. Patterns matter, and each paycheck with an unjustified gap can be its own violation.

Don’t Be Deterred By “Market.” If a prior salary anchored you low, New Jersey restricts salary history reliance. Ask for range placement based on the job, not past pay.&nbsp;

Merit Systems Should Close Gaps, Not Cement Them

We Help NJ Employees Facing Merit Pay Inequities

How Merit Increases Can Conceal Equal Pay Violations in NJ Workplaces

The Legal Framework In NJ And Pay Violations In Pay Bands

“Substantially similar” looks at what the job actually requires — minor differences in duties don’t defeat a claim.

Employers may not cure a disparity by cutting someone else’s pay. They must raise the underpaid worker.

The employer carries the burden of proving any pay differential is lawful. Acceptable defenses are narrow: a merit system, or specific job-related factors (like education, training, experience, quantity/quality of production) that are applied reasonably, don’t perpetuate historical discrimination, account for the entire gap, and are based on a legitimate business necessity with no less discriminatory alternative.

How Discrimination In NJ Pay Bands May Look Like

Bands That Are Too Wide. A salary range that stretches tens of thousands of dollars gives managers enormous discretion. Unless that discretion is grounded in legitimate, consistently applied merit or seniority systems recognized under NJLAD, it can become a vehicle for bias. In New Jersey, subjective “what this person is worth” judgments don't qualify as a lawful compensation system.

Titles That Don’t Match The Work.&nbsp; Employers sometimes place workers in different bands based on titles or <a href="/blog/recognizing-hidden-equal-pay-violations-in-nj-job-descriptions">misleading job descriptions</a> that do not reflect real duties. The law looks at skill, effort, and responsibility, not what the title says. If the work is substantially similar, band separation will not save an unlawful gap.

Subjective Placement Within The Band. If workers in protected classes consistently land near the band minimum while similarly situated peers sit near the top — without a legitimate, job-related factor explaining the full difference — the pattern undermines the employer’s defense.

“Market” as a Blanket Justification. Labor-market or cost-of-living factors can sometimes be relevant, but they cannot serve as a pretext or perpetuate prior discrimination. Under NJ law, “market rate” must truly account for the full pay difference — not be shorthand for “we paid them less because we could.”

Negotiation And Salary History. New Jersey bans employers from asking about an applicant’s salary history because doing so can carry past inequities into a new job. If band placement quietly tracks prior pay, that can perpetuate discrimination and clash with state law.&nbsp;

How New Jersey Fights Discrimination In Pay Bands: Salary And Benefits Transparency

Practical Signs Your Pay Band Might Be Hiding A Violation

You and a peer outside your protected class have substantially similar duties, but their pay sits much higher within the same band and no seniority, merit, or bona fide factor explains the entire gap.

Your employer leans on “market” or “negotiation” to explain different band placement, even though New Jersey bans salary-history inquiries and discourages practices that perpetuate historical gaps.

The company has published ranges under the new transparency rules, but protected-class employees cluster near the minimums with no consistent, job-related reasons.

Titles shift without changes to skill, effort, or responsibility, moving people into new bands while the work stays the same. Under NJ law, labels don’t control.

What You Can Do If You Suspect A Pay Band Discrimination In NJ

Focus On The Work, Not The Title. Compare the skill, effort, and responsibility required in your role to those of coworkers — not only job titles or pay bands. If the duties are substantially similar overall, New Jersey’s standard may be met even if HR labels are different. Gather concrete examples of the tasks you handle and how they line up with others.

Ask About The System. When an employer cites “merit,” request the objective criteria and documentation. New Jersey law requires that any merit or seniority system be genuine, consistently applied, and tied to defined standards — not subjective “value” judgments or informal manager impressions.

Track How Placement Decisions Are Made. Save messages, notes from performance reviews, and explanations about where you were placed within a pay band — or why raises or adjustments went to others. Over time, patterns can matter, especially given New Jersey’s expanded look-back and damages provisions.

Bands Should Bring Order, Not Excuse Inequity

Support For New Jersey Workers Facing Pay Discrimination

How NJ Employers Use Pay Bands to Hide Equal Pay Violations

How Subjective Ratings Bias Fits Into New Jersey’s Bonus Pay

Company or unit results (revenue, cost control, utilization, volume).

Individual performance multipliers (ratings like “exceeds expectations,” “strong performer,” “meets,” “needs improvement”).

Women in client-facing roles are told they’re “too aggressive with clients” or “not yet ready to lead the relationship,” while men with the same approach are described as “confident” or “strong closer,” and get higher bonus multipliers.

Black, Latina, Asian, or other employees of color are described as “not culturally aligned with leadership voice,” “not polished,” or “not executive presence yet,” even when their objective sales or project delivery is on par with or better than peers.

Older workers are called “not adaptable,” “resistant,” or “not forward-looking,” and that label quietly lowers the payout tier.

Pregnant employees — or those who recently took protected medical or bonding leave — are sometimes told they were “less present this cycle,” even when their work met expectations and their absence was protected by law. This perception can also hide <a href="/blog/equal-pay-claims-and-remote-work-disparities-in-nj">pay disparities in remote work settings</a>, where employees who work off-site or take legally protected leave are subtly penalized in compensation or advancement, despite meeting performance standards.

“Substantially Similar Work” Criteria In New Jersey: Why Job Titles Matter Less&nbsp;

If you and a colleague are doing essentially the same core functions, serving the same clients, managing similar projects, carrying similar risk or responsibility — you may be considered comparators even if the titles or bonus “bands” are different.

If you are rated lower on vague “leadership” opinions and, as a result, you receive a meaningfully smaller bonus than a peer outside your protected class doing substantially similar work, that can be viewed as unequal compensation under NJLAD as amended.

Why “Merit” Isn’t A Legal Defence Under NJ Law

Seniority (time in role, established client book, longer tenure).

Merit (performance systems, ratings, “impact,” “value add,” “readiness”).

One or more legitimate, job-related factors other than the protected trait (for example, specialized training, particular certifications, or productivity differences).

Was applied consistently across the comparison group

Has nothing to do with protected characteristics

Could not have been implemented in a less biased way

Bonuses Count As “Compensation” In New Jersey

At year-end, men on a team repeatedly receive higher discretionary bonuses than women doing substantially similar work, even though targets were comparable.

In a branch office, white advisers receive higher “impact multipliers” than equally performing advisers of color, justified as “presence with leadership.”

After returning from pregnancy leave or after asking for intermittent leave for a medical condition, an employee receives a lower “engagement score,” which directly lowers the bonus pool, even though her deliverables were met.

Retaliation For Asking About Biased Ratings In Bonuses

Shares compensation information with co-workers, an attorney, or a government agency

Seeks legal advice about possible unequal pay

Learn How New Jersey’s Equal Pay Law Protects Your Bonus Compensation

Equal Pay Claims in NJ When Bonuses Depend on Subjective Manager Ratings

“Market Rate” And How It Affects The New Jersey Wage Gap

New Jersey’s Legal Framework: Where State And Federal Law Overlap

Federal Law (Equal Pay Act and Title VII)

When “The Market Rate” Justifies The Wage Gap In New Jersey — And When It Doesn’t

Valid Defenses: Seniority or Merit Systems

The Second Option: Five Conditions To Meet

The pay difference is based on legitimate, bona fide factors such as education, training, experience, or productivity.

The factor is not based on or perpetuating bias related to sex or another protected trait.

The factor is applied reasonably and consistently.

The factor or combination of factors accounts for the entire wage difference.

The factor is job-related and based on a legitimate business necessity, and there is no alternative practice that would achieve the same purpose without creating the pay gap.

How Market Surveys Often Fail Under New Jersey Law

Perpetuating Historical Bias. If a survey reflects inherited industry gaps (for example, women historically paid less for the same role), using it to justify a current difference perpetuates discrimination — which state guidance forbids.

Not Accounting For The Entire Gap. Many survey defenses explain a portion of the difference (like a location uplift), but not all of it. New Jersey requires that one or more bona fide factors explain the entire differential, not only the part.

Not Job-Related Or Applied Reasonably. A national benchmark may price an “industry average” that doesn’t match your actual job content and responsibility. If the benchmark ignores your composite of skills and duties, it’s not job-related in the way the law requires.

“Business Necessity” Without Alternatives. An employer must show that the chosen factor is grounded in legitimate business necessity and that no less discriminatory alternative would meet the same purpose. Many market-based decisions fail this step because alternatives (structured range placement, standardized mid-point rules, or equity adjustments) exist.

Inconsistent Use Of Data. If the same survey supports higher offers for one group and lower for another — or the company “adjusts” the methodology case-by-case — that inconsistency undercuts the claim that market is a bona fide, reasonably applied factor.

What Counts As “Compensation”: Broader Than Base Pay

How New Jersey’s Salary-History Ban Fits In

Speak With A New Jersey Employment Lawyer About Unequal Pay And “Market” Defenses

When Employers Use Market Rate Surveys to Justify Wage Gaps

Understanding What Equal Pay Means In New Jersey

A <a href="/blog/seniority-systems-lead-to-unequal-pay">seniority system</a>, where pay increases are tied directly to length of service.

A merit system, where performance evaluations are applied fairly and consistently.

Other legitimate business reasons such as education, training, or experience — but only if those factors are job-related and consistent with business necessity.

The Equal Pay Act And The New Jersey Law Against Discrimination

When Departmental Pay Inequality Crosses The Line In NJ

Employees in one department are consistently denied raises that are provided to others doing similar work.

Raises are based on gender, race, or another protected trait, rather than job performance or seniority.

“Departmental budget” is used as a blanket excuse to justify unequal treatment.

Employees are segregated into lower-paying departments that perform substantially similar duties as higher-paying teams.

Titles differ, but the actual daily work, skill, and effort required are nearly identical.

“Substantially Similar Work”: The New Jersey’s Core Standard

Two employees both manage client accounts, respond to customer requests, and handle billing issues. One works in Customer Relations, the other in Sales Support.

They use the same software, work similar hours, and have the same educational background.

“Budget Constraints” Aren’t A Valid Excuse For Departmental Pay Inequality In New Jersey

Not based on — or perpetuating — discrimination.

Comparing Pay Across Departments: What NJ Employees Can Do

Document your job duties. Write down what you do each day and how it compares to others in similar roles, even in other departments.

Keep copies of performance reviews. These can show that you’re performing well but still not receiving raises.

Note raise patterns. If employees in one department routinely receive increases or bonuses while your team doesn’t, record the dates and percentages when possible.

Save written communications. Emails or HR messages about raise decisions, pay policies, or budget constraints can reveal patterns over time.

Unequal Raises? Don’t Let Pay Disparities Go Unchecked — Get Legal Advice Today

Equal Pay Violations in NJ When Raises Aren’t Applied Equally Across Departments

What New Jersey’s Law Says About Unequal Pay And Expanded Duties

Titles Aren’t The Answer. The question is what you actually do — the tasks, decisions, and responsibilities you carry — not what HR called the role. Employers sometimes use <a href="/blog/title-inflation-in-nj-workplaces">title inflation</a> — giving one worker a “Senior” or “Manager” title — to justify pay differences even when the underlying work is substantially the same. Minor variations in duties won’t defeat an equal pay or discrimination claim if the jobs are substantially similar in skill, effort, and responsibility overall.

Comparisons Are Broad. Wage comparisons can be made across all of the employer’s operations or facilities, not only your team or location. Employers also cannot “fix” a violation by cutting someone else’s pay.

Employer Defenses Are Limited And Must Be Proven. Pay differences must come from a seniority or merit system, or from factors like training, education, experience, or production — and even then, the employer has to show the factors are applied reasonably, explain the entire gap, are job-related and based on business necessity, and that no alternative business practice would serve the same purpose without causing the pay gap. When an employee takes on new responsibilities but gets the same pay, that defense becomes even weaker.&nbsp;

When Expanding Duties Turn Into An Equal Pay Case In NJ

A Comparator Or Comparison Group. Someone outside your protected class who is paid more for substantially similar work — or a pattern showing your class is paid less for that work company-wide. Your comparator does not need the same title or identical tasks; courts look at the overall skill, effort, and responsibility. For example, if <a href="/blog/unequal-pay-for-night-shifts-in-nj-do-you-have-a-claim">night-shift employees</a> are performing the same essential work as day-shift staff but are paid less without a legitimate reason, that disparity can serve as evidence of unequal pay.

A Real Pay Gap. Base pay, bonuses, commissions, differentials, equity, and benefits are all part of compensation in New Jersey’s framework. If the gap is real — and the employer’s explanation does not meet the strict defense rules above — you may have a viable claim.&nbsp;

You began supervising others without a title change while a peer outside your protected class is paid more to supervise a similar team.

Your book of business or case load doubled, you now attend the same high-level meetings as higher-paid colleagues, and your pay stayed flat.

You inherited specialized duties after a reorg — budgeting, compliance approvals, or key client leadership — but the only raises went to colleagues outside your protected class doing comparable work.

Your duties now mirror a higher grade on the company ladder, yet you remain in a lower band while peers outside your class moved up.

“Substantially Similar Work”: How It May Look Like In New Jersey

Skill looks at experience, training, and ability needed.

Effort means the mental and physical exertion required, including volume and pace of work.

Responsibility covers the degree of discretion, decision-making, and people or budget authority.

Defenses You’ll Hear… And What The NJ Law Requires

“Different Titles.” Titles are not determinative — what matters is the actual work performed. Employers sometimes use inflated titles or <a href="/blog/recognizing-hidden-equal-pay-violations-in-nj-job-descriptions">misleading job descriptions</a> to justify pay gaps, but courts look past labels to compare real duties and responsibilities.

“We Pay By Location.” Employers can cite cost-of-living or labor-market differences across geographies, but comparisons can cross facilities — and the factor must be factual, job-related, applied reasonably, and account for the entire gap.

“He Has More Experience.” Experience can be a legitimate factor — if it really exists, is applied consistently, explains all of the gap, and is not a stand-in for bias.

“The Business Needs It.” Business necessity is part of the defense, but the employer must also show there’s no alternative practice that would serve the same purpose without producing the pay gap. That’s a demanding test.

How To Raise The Issue Of Unequal Pay In New Jersey

Gather What You Already Have. Keep job descriptions, org charts, calendars, save emails assigning higher-level tasks, and <a href="/blog/is-it-legal-to-discuss-salaries-with-co-workers-in-nj">discuss salaries with coworkers</a> you trust.

Make A Focused Ask. A brief, professional note like: “My role now includes [supervising X / approving Y / leading Z], which aligns with [role/level]. I’d like to discuss adjusting my compensation accordingly.”

Consider Consulting An Expert. A NJ-based equal pay act lawyer can check your comparators, identify what documents to request, and help you decide whether to negotiate, file with an agency, or sue.

<a href="https://www.njoag.gov/about/divisions-and-offices/division-on-civil-rights-home/">New Jersey Division On Civil Rights (DCR)</a> — DCR enforces NJLAD, including the Equal Pay Act amendment. DCR accepts online intake through the NJBIAS portal and by phone, and offers language assistance.

<a href="https://www.eeoc.gov/">U.S. Equal Employment Opportunity Commission (EEOC)</a> — For federal claims (for example, sex-based pay discrimination under Title VII or the federal Equal Pay Act), you generally must file a charge with the EEOC.

If Your Job Grew And Your Pay Didn’t, You Have Options

Stand Up For Fair Pay — Contact Our Legal Team

Equal Pay Claims in NJ When Job Duties Expand but Pay Doesn’t

Are Night Shift Workers In New Jersey Entitled To Higher Pay?

Employers must pay at least the applicable minimum wage (<a href="https://www.nj.gov/labor/wageandhour/support/faqs/wageandhourworkerfaqs.shtml">$15.49 per hour for most workers as of 2025</a>) for all hours worked.

Employers must pay overtime (time and a half) for all hours over 40 in a workweek for nonexempt workers.

If an employer chooses to pay a night differential, that differential must be treated as part of the employee’s regular rate when calculating overtime.

Employers cannot pay different rates in a way that discriminates on protected traits like race, sex, age, disability, or national origin, or in a way that violates New Jersey’s Equal Pay Act.

Equal Pay Laws and Real-World Applications in New Jersey

Federal Protection: Equal Pay Act of 1963

State Protection: NJLAD and the Diane B. Allen Equal Pay Act

What Counts as a Legitimate Pay Difference?

Seniority Systems. Structured, written systems that reward length of service are generally lawful. However, if an <a href="/blog/seniority-systems-lead-to-unequal-pay">unequal seniority system</a> is applied selectively or disadvantages a protected group, it may become illegal.

Merit Systems. Documented, evenly applied performance standards may justify differences in pay.

Bona Fide Factors. Education, training, experience, or other legitimate business-related factors can explain gaps — but only if they account for the entire difference and are applied fairly.

The reason ties back to a protected characteristic. For example, men receive the night premium while women in the same role on the same shift do not.

A neutral rule has a disparate impact on a protected group. If the employer cannot show the policy is truly job-related and that no less discriminatory alternative would achieve the same business need, it becomes unlawful.

Workers in a protected class are treated unequally. This can show up as night workers assigned the toughest hours at lower rates, while comparable coworkers receive the premium, or as <a href="/blog/unequal-access-to-overtime-opportunities-in-nj">unequal access to overtime opportunities</a> that result in one group earning less overall despite equal availability and qualifications.

Women or older workers are assigned a different “night associate” title with a lower rate while performing the same overnight tasks as “night leads,” who are predominantly men or younger employees. Using <a href="/blog/title-inflation-in-nj-workplaces">title inflation</a> to justify lower pay is a common tactic that masks unequal treatment while keeping the work itself unchanged.

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