Which act is designed to protect employees from wage disparities based on sex?

The Equal Pay Act (EPA) is specifically designed to address wage disparities based on sex. Enacted in 1963 as an amendment to the Fair Labor Standards Act, the EPA mandates that men and women be given equal pay for equal work in the same establishment. It focuses on ensuring that individuals doing jobs that require similar skill, effort, and responsibility are compensated equally, regardless of their gender.

The EPA is significant because it came about in response to the social movements advocating for women's rights and fairness in the workplace, highlighting the need for legislation that specifically targets wage discrimination. To enforce this law, the EPA allows employees to seek remedies if they believe they have been subjected to unequal pay for comparable work solely based on gender.

Understanding the distinction between the Equal Pay Act and other acts, such as the FLSA, FMLA, and CRA, is crucial. While the FLSA regulates minimum wage and overtime pay, the FMLA provides job-protected family leave, and the CRA prohibits discrimination based on various characteristics, including sex, the EPA specifically focuses on wage equality for equal work, making it the correct answer in this context.