IL

RI
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NJ
FL
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TX
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SC
KS
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VT
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OK
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WI
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NC
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OR
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ND
OH
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MS

WY
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MN

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WA
NM
Includes equal pay or employment discrimination

50
provision

Covers all or most employees

F
F
S
F
S
F
F
F

D
D
D
D
D
D
36

Pu
Pu
Pu

Pr
D,F
D,F

Pr,S
Pr,S
Pr,D,S

Law enacted
21

No law enacted
Includes protected classes in addition to sex

Prohibits retaliation/discrimination for taking legal

42
action to secure equal pay

Prohibits retaliation/discrimination for

20
discussing/disclosing wages

Protections
15
Prohibits using salary history in hiring

4
Makes salary range available
2

Prohibits job tracking based on sex

Prohibits reducing another employee's pay to comply
25

with law

Includes comparable work/substantially similar

24

standard

State with no equal pay protections

Includes mechanism to guide and enforce pay
2

State with weak equal pay protections

Segregation

State with strong equal pay protections

Occupational

adjustments

State with moderate equal pay protections

Narrows reasons employers can use to justify pay
11

differences
4

Requires consideration of less discriminatory practices

Defenses/Rebuttals
25

Prohibits agreement to a lesser wage as a defense

42

Requires liable employer to pay employee’s damages

Requires liable employer to pay additional penalties for

8

multiple violations
Remedies

Requires liable employer to pay employee’s costs and

36

attorney's fees
29

Permits class action lawsuits or joined claims

Explicitly resets statute of limitations if continuing

9

violation
Procedures
48

Coverage excludes: domestic or agricultural workers (D), private employers (Pr), public employers (Pu), employers with <4 workers (S), employers covered by federal FLSA law (F)
Includes private right of action
17

Requires employers to keep records of wages

Requires employers to collect data on pay gap
3
25

Creates state advisory committee on pay equity

Preventative Measures

Sponsors state education and training programs, such as

3

salary negotiation