Equal Pay Day, observed this year on March 26, highlights how far into the current year the average woman must work to earn what the average man earned in the prior year. While the date may shift from year to year, the conversation it prompts does not.
For employers, Equal Pay Day is less about
Ahead of the May 13, 2026, filing deadline, the California Civil Rights Department has released preliminary templates and updated FAQs for the 2025 pay data reporting cycle. Although these simplified templates may still be revised, they highlight new mandatory data fields, including exemption status, employment type, and total annual weeks worked. Read more about these
Governor Newsom signed Senate Bill (SB) 642 on October 8, 2025, revising California’s Equal Pay Act. Effective January 1, 2026, the amendments refine key definitions, including “pay scale,” “sex,” and “wages,” and limit the period to obtain relief to six years.
For more details about SB 642, read the full analysis here.
The 2025 pay data reporting deadline under California law is May 14th. The California Civil Rights Department has published guidance for employers on submitting pay data. For a comprehensive understanding and details on that information, read the full article.
Washington, D.C. joins a growing group of states requiring employers to include projected salary ranges in job postings and to restrict the use of pay history in setting pay.
On Jan. 12, 2024, the mayor of D.C. signed the Wage Transparency Omnibus Amendment Act, which, among other things, requires private employers, regardless of size
California’s pay data reporting portal will open on February 1, 2024, and employers will be required to report on three new data points.
Since 2020, California has mandated that employers with at least 100 employees submit a pay data report to the state Civil Rights Department (CRD) as part of its efforts to advance
Colorado’s revised Equal Pay Transparency Rules go into effect on January 1, 2024. The Colorado Department of Labor and Employment (CDLE) has released additional guidance following release of its final rules for implementation. The CDLE’s Interpretive Notice & Formal Opinion (INFO) #9A provides CDLE’s official opinions, expectations, and examples for employer compliance with the
The Colorado Department of Labor Employment (CDLE) has issued the highly anticipated final Equal Pay Transparency (EPT) Rules and the Statement of Basis, Purpose, Specific Statutory Authority, and Findings, which seek to clarify the Colorado Ensure Equal Pay for Equal Work Act. The rules, which are largely unchanged from their proposed version, will become
The Colorado Department of Labor and Employment has issued proposed Equal Pay Transparency (EPT) Rules. The proposed rules seek to clarify Colorado’s Ensure Equal Pay for Equal Work Act. The Act, which goes into effect January 1, 2024, amended Colorado’s pay transparency statute. A public hearing on the proposed rules is scheduled for
Governor Josh Green has signed the newest pay transparency bill into law for the state of Hawaii. SB 1057, which goes into effect on January 1, 2024, will require Hawaii employers with at least 50 employees to disclose an hourly rate or salary range that reasonably reflects the actual expected compensation on job listings.