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The Equal Pay Act applies to jobs within an establishment, a term which typically refers to a distinct physical place of business rather than an entire business or enterprise.

In evaluating skill, factors such as experience, ability, education, and training are considered under the Equal Pay Act.

There are specific exceptions where unequal pay is permitted under the Equal Pay Act: seniority systems, merit systems, systems measuring earnings by quantity or quality of production, and differential based on any factor other than sex.

The Equal Pay Act considers working conditions in terms of two factors: physical surroundings like temperature and hazards, and the regularity of the work.

The Equal Pay Act mandates that employers must give equal pay for equal work regardless of the employee's sex, helping to close the gender wage gap.

Responsibility under the Equal Pay Act is gauged by the degree of accountability required in performing a job, where similar levels mandate equal pay.

Work is considered 'equal' under the Equal Pay Act when jobs require substantially equal skill, effort, and responsibility, and are performed under similar working conditions.

Under the Equal Pay Act, pay includes salary, overtime pay, bonuses, stock options, profit sharing and bonus plans, life insurance, vacation and holiday pay, cleaning or gasoline allowances, hotel accommodations, reimbursement for travel expenses, and benefits.

Equal effort refers to the amount of physical or mental exertion needed to perform a job, as defined by the Equal Pay Act.