The Colorado Court of Appeals recently held that employees are not required to allege gender discrimination to bring retaliation claims based on wage discussions under the state’s Equal Pay for Equal Work Act or Anti-Discrimination Act. The court also found
Pay Equity Advisor Blog
A source of insights, news and strategy on pay equity matters
The Pay Equity Advisor Blog, published by Jackson Lewis P.C., focuses on developments and compliance issues related to pay equity and pay transparency laws across various U.S. jurisdictions. It covers legislative updates, employer obligations for reporting pay data, restrictions on compensation history inquiries, and enforcement mechanisms. The blog addresses practical implications for employers, including required disclosures in job postings, protections against retaliation, and strategies for compliance with evolving local and state regulations. It also highlights changes to equal pay statutes and provides guidance on managing pay equity in the workplace.
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Latest from Pay Equity Advisor Blog
Illinois Updates EPRC Demographic Reporting for 2027
Employers preparing an Illinois Equal Pay Registration Certificate (EPRC) submission should prepare for changes to the state’s employee data reporting requirements. Beginning Jan. 1, 2027, the Illinois Department of Labor (IDOL) will no longer accept submissions that report…
Pay Transparency Reminder: Are Your Job Postings Current?
With the fourth quarter underway, employers should confirm that their ongoing job-posting practices reflect pay transparency changes that took effect in 2026. Virginia and Maine added pay disclosure requirements for job postings, while Connecticut expanded its existing requirements. Employers should…
Preparing for California’s Shift to SOC-Based Pay Data Reporting
California’s May 2027 pay data reports will use 23 job categories based on the federal Standard Occupational Classification (SOC) system, replacing the 10 EEO-1 categories used in prior reports. Employers should consider using the remainder of 2026 to map their…
California Pay Data Reporting: Higher Penalties for 2027
California enacted SB 1237 on Sept. 30, 2026, increasing the maximum penalty for repeat pay data reporting failures fivefold, from $200 to $1,000 per employee. The enhanced penalties will apply to the May 2027 filing cycle. Read more about California’s…
Connecticut Employers: Expanded Pay Transparency Requirements Take Effect Oct. 1
As a reminder, beginning Oct. 1, 2026, Connecticut employers will have broader obligations to disclose wage ranges and benefits information to applicants and employees.
Under the new law, employers must include the wage or wage range and a general description…
Virginia Employers: Reminder About New Job Posting and Salary History Rules
Virginia employers should keep in mind that significant employment law changes take effect July 1, 2026, including new pay transparency requirements for job postings and a ban on salary history inquiries. Read more about what employers need to know here
EU Pay Transparency Rules Create Country-Specific Compliance Challenges
European Union (EU) Member States are taking uneven approaches to implementing the EU Pay Transparency Directive, creating new compliance considerations for multinational employers. Employers should assess where differing country-specific requirements may apply. Read more about four key points employers should…
Connecticut Focuses on Up-Front Pay Transparency
Connecticut employers will soon need to provide pay transparency disclosures in their internal and external job postings.
New Posting Requirements
Under Public Act 26-12 (House Bill 5003), which goes into effect on Oct. 1, 2026, employers must disclose the…
Maine Becomes Latest State to Mandate Pay Range Disclosures
Maine recently enacted a pay transparency law that will require certain employers to disclose pay ranges in job postings and maintain records of employees’ compensation history. On April 24, 2026, Gov. Janet Mills signed into law H.P. 18/L.D. 54,…