An Oregon federal jury has ordered Nike to pay a former engineer more than $7.5 million after finding the company willfully paid her less than male colleagues and promoted her more slowly because she is a woman. This is an individual verdict — class certification was denied years ago, so there is nothing for other Nike workers to claim.
What Happened?
On July 22, 2026, a federal jury in Portland found that Nike discriminated against a former engineer, Heather Hender, by paying her less than comparable male colleagues and promoting her more slowly because of her sex. The eight-member jury returned its verdict after a six-day trial in the U.S. District Court for the District of Oregon, deciding that Nike willfully violated the federal Equal Pay Act and Oregon law.The jury awarded Hender $19,730.52 in back pay and at least $7.5 million in punitive damages. Nike said it was disappointed by the verdict and disagreed with the jury's conclusions — the company can challenge the outcome through post-trial motions or an appeal, and a trial judge can adjust a jury's damages award.
What the Jury Found
The jury of one woman and seven men concluded that Nike paid Hender less than male peers doing comparable work and moved her up the ranks more slowly, and that the pay violation was "willful" — a finding that can expand the damages available under the Equal Pay Act. Hender worked at Nike for about five years before leaving in 2020.A verdict is the jury's decision on the claims presented at trial; it is not necessarily the last word. Nike stated it respectfully disagrees with the conclusions, and companies routinely ask the trial court to set aside or reduce a verdict and, failing that, take the case to a federal court of appeals.
How Much Nike Was Ordered to Pay
The jury's award has two parts:• Back pay: $19,730.52, representing wages the jury found Hender was underpaid.
• Punitive damages: at least $7.5 million, meant to punish and deter the conduct the jury found unlawful.
The headline figure is not final. Trial judges can reduce a jury's punitive award, and any award can change if Nike prevails on post-trial motions or an appeal.
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Is This a Class Action? Can I Claim Anything?
No. The lawsuit began in 2018 as a putative class and collective action, and the plaintiffs asked the court to let it cover hundreds of women who worked at Nike. In 2022, the court denied class certification, so the case proceeded as individual claims rather than on behalf of a class.Because this is an individual verdict, there is no settlement fund, no claim form, and nothing for other current or former Nike employees to file. The result applies to one plaintiff's claims. Anyone who believes they experienced pay or promotion discrimination has separate legal rights and deadlines and would need to pursue their own claim.
Background: Cahill v. Nike
The case, captioned Cahill v. Nike, Inc., was filed in August 2018 in the U.S. District Court for the District of Oregon. It was brought by four named plaintiffs alleging Nike underpaid women and passed them over for promotions in violation of the federal Equal Pay Act, the Oregon Equal Pay Act, and other state and federal law. Three of the four named plaintiffs settled their claims before trial; the remaining plaintiff's individual claims were tried to the jury in July 2026.What Happens Next?
Expect post-trial motions. Nike can ask the trial court to throw out or reduce the verdict, and either side can appeal to the U.S. Court of Appeals for the Ninth Circuit. The final amount Nike pays — and the timeline — will not be clear until those steps play out.Frequently Asked Questions
What did the jury decide in the Nike gender pay case?
An Oregon federal jury found that Nike willfully violated the federal Equal Pay Act and Oregon law by paying a former engineer less than comparable male colleagues and promoting her more slowly because of her sex. The jury awarded $19,730.52 in back pay plus at least $7.5 million in punitive damages.
Is the Nike gender discrimination case a class action I can join?
No. The plaintiff originally sought to represent a class of hundreds of female Nike employees, but a judge denied class certification in 2022. The July 2026 verdict resolves one former employee's individual claims, so there is nothing for other workers to claim.
How much will Nike have to pay?
The jury awarded $19,730.52 in back pay and at least $7.5 million in punitive damages. The final figure is not settled: a trial judge can adjust a jury's damages award, and Nike said it disagrees with the verdict, which it can challenge through post-trial motions or an appeal.
What is the case called?
The case is Cahill v. Nike, Inc., No. 3:18-cv-01477, filed in 2018 in the U.S. District Court for the District of Oregon. It began with four named plaintiffs; three settled their claims before trial, and the remaining plaintiff's individual claims went to the jury in July 2026.
Sources
• OPB — Jury finds Nike discriminated against former employee due to her gender• CourtListener — Cahill v. Nike, Inc. docket (3:18-cv-01477)
