Pay Discrimination at Google: The $78 Million in Settlements and Your Rights

$78 Million in Settlements: What Happened?

In 2024, Google agreed to pay over $78 million to resolve multiple lawsuits alleging pay discrimination. These settlements highlight that even major tech companies can face serious scrutiny over pay practices.

The largest settlement—$50 million—addressed claims that Google underpaid Black employees in pay, promotions, and performance reviews. The class action covered thousands of current and former workers who alleged they were paid less than white colleagues for similar work.

A separate $28 million settlement involved over 6,600 California employees who self-identified as Hispanic, Latinx, Indigenous, Native American, Native Hawaiian, Pacific Islander, or Alaska Native. This lawsuit claimed there were ongoing pay disparities across job levels and tenure.

It’s important to note: Google did not admit wrongdoing as part of these settlements. Companies often settle to avoid lengthy litigation and uncertainty. The settlements followed years of internal and external complaints about pay equity at Google.

If you’re experiencing similar issues, these cases show that employees can take action—and that the law provides tools to address pay discrimination.

Understanding Pay Discrimination

Pay discrimination happens when employees are paid differently based on protected characteristics—such as race, ethnicity, gender, national origin, religion, age (40+), or disability—rather than legitimate job-related reasons like experience or performance.

Direct discrimination is rare in explicit form but includes paying certain groups less or using protected characteristics in pay decisions. More common is systemic discrimination: pay policies or practices that, even without intent, result in disparities for certain groups. This can include relying on salary history, subjective performance reviews, or unclear pay criteria.

The lawsuits against Google alleged that its pay-setting and review practices had a negative impact on Black and Hispanic employees. The settlements suggest these claims had enough merit to warrant significant compensation.

Laws Protecting You

Several federal and state laws protect against pay discrimination. Here’s a quick overview:

• Title VII: Prohibits discrimination in pay and other employment terms based on race, color, religion, sex, or national origin.

• Equal Pay Act: Requires equal pay for men and women doing substantially similar work.

• Section 1981: Prohibits racial discrimination in contracts, including employment, with no cap on damages.

• California Fair Pay Act: Offers some of the strongest protections, including bans on using salary history and broader equal pay rights.

Deadlines and coverage can vary by state. Always check the rules that apply to your location.

Signs You May Be Underpaid

Ask yourself:

• Do colleagues with similar roles and experience earn more?

• Are there patterns in pay or promotions based on race, gender, or other protected traits?

• Did you start at a lower salary or receive smaller raises?

• Are explanations for pay differences vague or inconsistent?

• Is there resistance to discussing pay or retaliation for asking?

Pay differences should be explained by legitimate, job-related factors. If not, it’s worth investigating further.

How to Investigate Your Pay

Talk to Colleagues:
You have the right to discuss pay with coworkers under the National Labor Relations Act. Ask about salary ranges, how raises are determined, and bonus structures. Build trust and look for patterns, not just one-off cases.

Request Information from HR:
Ask about pay bands, how pay decisions are made, and what factors are considered. While you may not get specifics about others’ pay, you should get clarity on the system.

Use External Data:
Compare your pay to sources like Glassdoor, Levels.fyi, LinkedIn, and industry surveys. Consider location, experience, and job duties for a fair comparison.

Documenting Pay Discrimination

If you suspect discrimination, start documenting:

• Your salary history, performance reviews, raises, and promotions.

• What you learn about peer compensation and any patterns you observe.

• Communications about pay decisions or performance feedback.

• Any statements or emails suggesting bias.

Keep records in a safe, personal location—not on your work computer.

What to Do If You’re Underpaid

Raise the Issue Internally:

• Ask your manager for an explanation and request a raise if you’re below peers.

• If not resolved, go to HR and put your concerns in writing.

• Use internal complaint processes and keep copies of all communications.

File Externally:

• If internal steps don’t work, you can file a charge with the EEOC (within 180–300 days), your state agency, or the Department of Labor for Equal Pay Act claims.

• In California, the Civil Rights Department (formerly DFEH) may offer additional remedies.

Consider Legal Action:

• For significant disparities, you may consider legal action. Many attorneys offer free consultations. Class actions or individual suits may be possible, depending on your situation.

The Ongoing Settlements: What They Mean for You

• If you’re in a covered group, you may be eligible for settlement funds. Watch for official notices and file claims by the deadline.

• If you’re currently underpaid, these settlements show that complaints are taken seriously and may receive more attention.

• Google has agreed to policy changes and independent reviews, but individual vigilance is still important.

Settlement funds are limited and eligibility varies. Not all affected employees will receive the same amount.

Retaliation Protections

It’s illegal for Google (or any employer) to retaliate against you for:

• Discussing pay with coworkers

• Asking about pay equity

• Filing discrimination complaints

• Participating in investigations

Signs of retaliation include negative reviews, exclusion from projects, denied promotions, or termination after raising concerns. If you experience retaliation, document everything and consider filing a retaliation charge. Retaliation claims can succeed even if the original discrimination claim does not.

Using Caira to Understand Your Situation

Caira can help you:

• Understand pay discrimination law

• Evaluate whether you may have a claim

• Document your situation

• Prepare complaints or statements

• Understand settlement processes

Documents to upload: Pay history, performance reviews, communications about pay, and comparative salary data.

Questions to ask Caira:

• “How do I determine if I’m being paid fairly?”

• “What evidence do I need for a pay discrimination claim?”

• “How do I file an EEOC charge?”

• “Am I protected if I discuss pay with coworkers?”

Empower Yourself

You have rights, and the law is on your side. Many employees succeed by being persistent, documenting everything, and following the proper steps. Deadlines matter—waiting too long can cost you your claims. Take action, stay informed, and keep good records.

Caira can help. She’s delightful to chat to.

She helps you feel more confident and less anxious about employment law issues—whether you’re facing pay discrimination, workplace issues, or just want to understand your rights. Backed by 50,000 legal documents for all 50 states, Caira can:

• Answer your questions instantly 24/7

• Review and explain emails, policies, or termination letters

• Draft statements or responses for HR or agencies

• Give feedback on your filled-in forms or the other party’s arguments

• Analyze your uploaded documents, screenshots, or pay stubs

• Help you track deadlines and next steps for your state

Try Caira for free—no credit card required.

This information is for educational purposes and is not legal, financial, or tax advice. Discrimination law is complex and fact-specific. Outcomes vary depending on the evidence submitted and its strength.