Pay Discrimination at Uber: The $10 Million Engineer Settlement and Your Rights

The $10 Million Settlement

In a major class action settlement, Uber agreed to pay $10 million to resolve claims that its pay practices systematically disadvantaged Black, Hispanic, and female software engineers. The lawsuit alleged that, across engineering teams, these groups were paid less than white and male peers for substantially similar work. As part of the settlement, Uber also committed to reforming its employment practices to prevent future discrimination.

If you’re an engineer at Uber—whether you’re a backend developer, data scientist, QA engineer, or in a technical lead role—and believe you’re being underpaid based on race or gender, this settlement is a signal that you have rights and options.

What the Lawsuit Alleged

The class action highlighted several patterns:

• Engineers of color and women were paid less than white and male engineers, even when controlling for experience and performance.

• Subjective pay decisions and reliance on prior salary history perpetuated disparities.

• Performance evaluations were alleged to be biased, and a lack of pay transparency made it difficult for employees to identify or challenge unfairness.

Uber agreed to pay $10 million to affected engineers, reform pay practices, increase transparency, and submit to ongoing monitoring.

Understanding Pay Discrimination at Uber

Pay discrimination can start with lower initial offers—often justified by prior salary or negotiation differences. Over time, smaller raises, lower bonuses, and less equity can widen the gap. Delays in promotions or being passed over for high-profile projects can further compound the disparity, leading to a career-long financial impact.

At Uber, pay decisions have historically involved manager discretion and “market rate” justifications, which can reflect and reinforce past inequities. When employees don’t know what others earn, disparities remain hidden and harder to challenge.

Laws Protecting You

Several laws protect Uber employees from pay discrimination:

• Title VII of the Civil Rights Act: Prohibits pay discrimination based on race, color, sex, religion, and national origin. Covers all forms of compensation, including salary, bonuses, and equity.

• Equal Pay Act: Requires equal pay for substantially similar work, regardless of sex. Allows differences for legitimate factors like seniority or merit.

• Section 1981: Prohibits racial discrimination in contracts, with no cap on damages and a 4-year statute of limitations.

• California Fair Pay Act: Prohibits using prior salary to justify pay gaps, compares “substantially similar” work, and puts the burden on Uber to justify differences.

Signs You May Be Underpaid

Wondering if you’re affected? Consider these questions:

• Do colleagues with similar roles and experience earn more?

• Are there patterns by race or gender in who gets higher pay, raises, or equity?

• Did you start at a lower salary than peers, or have your raises and bonuses lagged behind?

• Are explanations for pay differences vague, inconsistent, or based on “market” or “potential”?

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

Investigating Your Pay at Uber

You have the legal right to discuss pay with coworkers—Uber cannot prohibit or punish you for these conversations.

• Talk to colleagues: Learn about salary ranges, how pay decisions are made, and what others in similar roles earn.

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

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

Documenting Pay Discrimination

If you suspect discrimination, start gathering evidence:

• Your compensation: Salary history, bonuses, equity grants, and total compensation.

• Comparative information: What you learn about peer pay, patterns you observe, and statements about pay decisions.

• Performance: Reviews, ratings, accomplishments, and feedback.

Keep written records, save communications, and store everything outside Uber’s systems.

Taking Action

If you believe you’re underpaid:

• Talk to your manager: Ask about your pay, request an explanation, and ask for a raise if warranted.

• Go to HR: If your manager isn’t responsive or you believe discrimination is involved, escalate and document the conversation.

• File externally:

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

  • California Civil Rights Department: May have additional remedies

  • Private lawsuit: Consult an employment attorney—many work on contingency and class actions may be available

The Settlement’s Impact

For engineers covered by the class, compensation may be available—watch for settlement notices and file claims by the deadline. For current employees, Uber’s pay practices are now under scrutiny, and complaints may receive more attention. However, individual vigilance is still crucial, as policy changes and monitoring are only as effective as their enforcement.

Retaliation Protections

Uber 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 and file a retaliation charge—these claims can succeed even if the underlying pay discrimination claim does not.

Using Caira to Evaluate Your Situation

Caira can help you:

• Understand pay discrimination law and Uber’s obligations

• Evaluate your compensation and document disparities

• Prepare complaints and organize evidence

Documents to upload:

• Pay history

• Performance reviews

• Offer letters

• Comparative 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 for discussing pay?”

Empower Yourself

You have rights, and the law is on your side. Many Uber 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, 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. Pay discrimination law is complex and fact-specific. Outcomes vary depending on the evidence submitted and its strength.