On September 27, 2022, California Governor Gavin Newsom signed Senate Bill (SB) 1162, which requires certain employers to provide more pay transparency on pay scales and expands pay data reporting obligations for other employers. The new obligations take effect on January 1, 2023. Previously, under California law, employers had to provide an applicant with

Illinois Governor J.B. Pritzker has signed into law an amendment to the Illinois Equal Pay Act (IEPA) requiring companies with 100 or more employees in Illinois to obtain an equal pay registration certificate from the Illinois Department of Labor (IDOL).

Previously, only companies with more than 100 employees were required to complete the IEPA registration

On February 17, the California Senate introduced SB 1162, which—if passed—could give California the most aggressive pay transparency laws in the nation. Again. The draft California law enhances two common state law pay transparency strategies: proactive wage range disclosure and pay data reporting.

Proactive Wage Range Disclosure

California was the first state in

The state’s Equal Pay Registration Certificate requirements of the Equal Pay Act will take effect March 24, 2022, according to the Illinois Department of Labor (IDOL). A number of employers have received IDOL notices that they were selected for the first registration deadline: May 25, 2022.

Illinois requires businesses with more than 100 employees to

As New York City Mayor Eric Adams did not take action within 30 days of receipt from the New York City Council, the Council’s legislation requiring most New York City employers to include salary ranges on job advertisements has become law.

This legislation is similar to recent enactments in numerous other jurisdictions, including Colorado and

California’s Department of Fair Employment and Housing (DFEH) continues to advance toward the March 31, 2021 pay data collection deadline.  When SB 973 was passed in September, DFEH had six months to develop and implement a data collection system that could accomplish the task.  It is delivering.  DFEH issued its first guidance on November

The deadline for employers to comply with California’s pay data reporting requirement (Senate Bill 973) and submit pay data to the Department of Fair Employment and Housing (DFEH) is March 31, 2021.

The DFEH has launched an information page that provides needed clarity on certain obligations and has issued additional guidance on the

EEOC has filed another Motion with the court seeking an Order deeming Component 2 pay data collection complete.  In its most recent filing, EEOC requests the Court to revisit its previous decision and deem the collection obligation satisfied or, in the alternative, provide clarification “regarding the response rate at which the Court will deem the