Gender Pay Discrimination at Oracle: The $25 Million Settlement and Your Rights

The $25 Million Settlement: Seven Years of Litigation

In February 2024, Oracle agreed to pay $25 million to resolve a gender pay discrimination lawsuit that lasted nearly seven years. The case alleged that Oracle systematically paid female employees less than male employees for substantially similar work.

Key points:

• The settlement covers over 4,000 women who worked at Oracle in California.

• Oracle denied wrongdoing; settlements resolve claims without an admission of liability.

• An independent expert will review Oracle’s pay practices for compliance.

• Not all women at Oracle are automatically eligible—check the official settlement website for details and deadlines.

This case highlights the persistence needed to fight pay discrimination—and that it is possible to win.

What the Lawsuit Alleged

The class action claimed Oracle:

• Paid women less than men for substantially similar work, across multiple job categories.

• Relied on prior salary history and subjective pay decisions, perpetuating gaps.

• Lacked pay transparency and failed to correct known disparities, even after internal data and employee complaints.

These allegations pointed to a pattern of discrimination, not isolated incidents.

Understanding Gender Pay Discrimination

Pay discrimination occurs when employees are paid differently based on gender rather than legitimate job-related factors.

How pay gaps develop:

• Women offered lower starting salaries, often based on prior pay.

• Smaller raises and slower promotions, with subjective criteria applied differently.

• Initial gaps compound over time, affecting bonuses, equity, and career trajectory.

Red flags:

• Resistance to pay transparency.

• Vague or inconsistent explanations for pay decisions.

• Different standards for men and women.

• Retaliation for asking about pay.

Laws Protecting Equal Pay

• Equal Pay Act: Requires equal pay for substantially similar work. Compares actual duties, not titles. Allows differences for seniority, merit, or other legitimate factors.

• Title VII: Prohibits intentional sex discrimination and policies with disparate impact. Allows compensatory and punitive damages.

• California Fair Pay Act: Compares “substantially similar” work, bans using prior salary to justify gaps, and requires equal pay for equal work.

• Salary history bans: Many states and cities (including California, New York, Massachusetts) prohibit asking about salary history to prevent perpetuating past discrimination.

Signs You May Be Underpaid

Ask yourself:

• Do male colleagues with similar roles earn more?

• Did you start at a lower salary than male peers?

• Have your raises or promotions lagged behind others?

• Are pay differences explained by legitimate factors, or are standards applied unequally?

• Have you faced resistance or retaliation for asking about pay?

How to Investigate Your Pay

• Talk to colleagues: You have the legal right to discuss pay. The National Labor Relations Act protects this right.

• Request information from HR: Ask about pay bands, how pay is determined, and where you fall in the range.

• Use external data: Compare your pay to Glassdoor, Levels.fyi, LinkedIn salary data, and industry surveys.

Documenting Pay Discrimination

If you suspect discrimination, start gathering evidence:

• Your salary history, performance reviews, raises, bonuses, and promotion timeline.

• Comparative information about peer compensation and patterns you observe.

• Statements about pay decisions.

• Keep records safe and organized by date, outside company systems.

Taking Action

• Raise issues internally: Ask your manager or HR about your pay, request a raise if you’re below peers, and document all conversations.

• File externally:

  • EEOC: File within 180–300 days (www.eeoc.gov).

  • California Civil Rights Department: File within 3 years (www.calcivilrights.ca.gov).

  • Department of Labor: For Equal Pay Act claims (www.dol.gov).

• Consider legal action: For significant disparities, consult an employment attorney. Many offer free consultations and class actions may be available.

The Settlement’s Impact

• Over 4,000 women may receive compensation—watch for settlement notices and file claims by deadlines.

• Oracle is under independent review, and pay practices are being scrutinized.

• Complaints may receive more attention, and the case signals to the industry that pay discrimination has consequences.

Retaliation Protections

Oracle cannot retaliate against you for:

• Discussing pay with coworkers.

• Asking about pay equity.

• Filing complaints or participating in investigations.

If you experience retaliation:

• Document everything.

• File a retaliation charge—these claims can succeed even if the underlying pay discrimination claim does not.

Using Caira to Understand Your Situation

Caira can help you:

• Understand equal pay laws and deadlines.

• Evaluate your situation and document disparities.

• Prepare complaints and organize evidence.

Documents to upload:

• Pay history

• Performance reviews

• Job descriptions

• 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?”

• “Can my employer ask about my salary history?”

• “How do I file an equal pay complaint?”

Empower Yourself

You have rights under federal and state law. Many employees succeed by documenting everything and following the proper steps. Deadlines matter—act promptly to protect your claims.

Caira can help. She’s easy to chat with.

Caira helps you feel more confident and less anxious about employment law issues—whether you’re facing pay discrimination, gender equity, 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. Pay discrimination law is complex and fact-specific. Outcomes vary depending on the evidence submitted and its strength.