Pay Equity Laws by State

When you’re managing payroll, it’s tough to keep track of federal, state, and local law. But if you want to avoid fines and legal issues, you have to maintain compliance. Pay equity laws make this especially complicated because they vary between states, cities, and even counties.

Women in the United States make approximately 84 cents for every $1 men earn (Forbes). Many states are trying to change that by writing more specific bills into law regarding pay transparency, retaliation, and annual pay data reporting. The goal of these laws is to enforce equal pay practices and eliminate discrimination.

What Are Pay Equity Laws?

Pay equity laws prohibit employers from paying employees less based solely on gender or other protected characteristics. These laws require that employees performing substantially similar work—requiring equal skill, effort, and responsibility under similar working conditions—receive equal compensation, regardless of gender.

How Many States Have Equal Pay Laws?

As of 2024, all states have at least some anti-discrimination laws that discourage employers from paying women less than men. However, the language of these laws varies widely, and they can be difficult to enforce.

It’s also important to note that all 50 states and the District of Columbia follow the Equal Pay Act of 1963, which prohibits pay discrimination on the basis of sex. In recent years, many state legislatures have pushed even stronger laws into action. Some of those laws regulate pay transparency and wage history as well.

If you want to know about the pay equity laws in your area, you can use this state-by-state chart as a reference.

These laws change often. Every time you update your company policy on pay equity, make sure you consult with your legal team to stay compliant.

State-by-State Pay Equity Laws

State	Law/Citation	Covered Employees	Provisions
Alabama	Clarke Figures Equal Pay Act (CFEPA)	Employees of public or private employers of any size	Employers cannot legally pay an employee a lower wage rate than an employee of another race or sex for equal work in the same establishment, where job performance requires “equal skill, effort, education, experience, and responsibility…under similar working conditions.” If there is a wage differential it can only be based on seniority, a defined merit system or a factor other than sex or race as specified.
Alaska	Employment Discrimination Act Alaska Stat. Ann. § 18.80.220(a)(5)	Employees of any organization with at 1+ employees	Employers can’t discriminate in the payment of wages between sexes or employ a woman at pay rate less than what a man gets for work of comparable character or work of the same type in the same location.
Arizona	Equal Wages Ariz. Rev. Stat. Ann. § 23-340, 341	Everyone who is entitled to compensation for labor they perform for an employer	Requires employers to pay wage rates equal to the rates paid to the opposite sex. Employees must work in the same establishment and have the same work classification. They must also have the same skill, effort, responsibility and working conditions. Employers are liable for damages if they violate this statute.
Arkansas	Wage Discrimination Ark. Code Ann. § 11-4-601	Anyone who works for an employer in the state	Employers can’t discriminate in the payment of wages between sexes or employ a woman at pay rate less than what a man gets for work of comparable character or work of the same type in the same location. Employers are liable for damages. Every day they continue to violate this statute will be considered a separate offense.
California	Equal Pay Act Cal. Labor Code § 1197.5 Parity in Pay Ordinance (applies to San Francisco)	Employees of all private employers, regardless of size	Employers can’t discriminate in the payment of wages of someone of the opposite sex, or of another race, or of another ethnicity for substantially similar work (skills, effort, responsibility, and similar working conditions). Retaliation against an employee who files a complaint is illegal. It’s also illegal for an employer to prohibit employees from talking about their or their co-workers’ wages. Provides a cause of action to sue for damages. Employers are prohibited from asking for an applicants’ salary history and are required to supply pay scales upon an applicant’s request. San Francisco has a city ordinance that further prohibits employers from disclosing a current or former employee’s salary information without their consent. Companies with 100+ employers are also required to report pay data by gender (and race).
Colorado	Equal Pay For Equal Work Act Colo. Rev. Stat. § 8-5-102, et. seq.	Employees located in Colorado, including those in unions. The law does not include domestic service workers or employers who are exempt from the National Labor Relations Act.	Employers are prohibited from paying an employee of a different sex less for “substantially similar” work. It is forbidden to ask about or rely on an applicant’s salary history, to restrict employees from discussing their salary, or to retaliate against an employee for failing to disclose their salary history. Employers are liable for damages. Employers must include information about compensation and available benefits on all internal and public-facing job postings.
Connecticut	Discrimination in compensation on the basis of sex Conn. Gen. Stat. Ann. §31-75, et. seq.	Anyone employed by a public or private employer	Employers can’t discriminate in the payment of wages based solely on the sex of the employee for comparable work. Employers can’t ask about an applicant’s pay history. Employers are liable for damages. Employers must also provide job applicants with wage range information when the applicant requests it or at the time an offer is made.
Delaware	Differential rate of pay based on gender prohibited 19 Del. Code Ann. § 1107(a), 1113	All regulations apply to private employers. Salary history provisions apply to both public and private employers.	Employers can’t discriminate in the payment of wages between sexes or employ a woman at pay rate less than what a man gets for substantially similar work (skills, effort, responsibility, and similar working conditions). Employers are prohibited from screening applicants based on past compensation and can’t ask about salary history. They can confirm salary after an offer has been extended. Employers are liable for damages Prepare Now: A new pay transparency law has been signed and will take effect on June 30, 2027. It requires salary ranges and benefits in job postings with penalties up to $10,000.
District of Columbia	No Equal Pay Law Employment discrimination law D.C. Code Ann. § 2-1402, et. seq. Wage Transparency Omnibus Amendment Act B25-0194	n/a	Washington D.C. does not have a specific equal pay law. They do have a blanket employment discrimination law prohibiting wage discrimination based on protected class status. The Wage Transparency Omnibus Amendment Act, which goes into effect on June 30, 2024, requires all private employers to include pay ranges in job postings.
Florida	Wage discrimination based on sex prohibited Fla. Stat. Ann. § 448.07	Employers who work for by any person or company with 2+ employees	Employers can’t discriminate in the payment of wages between sexes or employ a woman at pay rate less than what a man gets for substantially similar work (skills, effort, responsibility, and similar working conditions). Provides a cause of action to sue for damages. Pending: Salary history ban & transparency bill.
Georgia	Sex Discrimination in Employment (Georgia Equal Pay Act) Ga. Code Ann. § 34-5-3, et. seq.	Employees working for public or private employers with 10+ employees	Employers can’t discriminate in the payment of wages between sexes or employ a woman at pay rate less than what a man gets for substantially similar work (skills, effort, responsibility, and similar working conditions). Provides a cause of action to sue for damages. The act requires that employers display a copy of the law in the workplace. City agencies in Atlanta can’t ask for salary history on employment applications, in interviews, or in employment screenings. Pending: Pay transparency legislation.
Hawaii	Equal pay; sex discrimination Haw. Rev. Stat. § 378-2.3, -5 Wage discrimination prohibited Haw. Rev. Stat. § 387-4	Employees who work for private companies and their agents. These laws do NOT cover: employees who work for certain close family members (including but not limited to their brother, sister, parent, son, or daughter), employees whose minimum wage or maximum hours before overtime are determined by Hawaii law or the Fair Labor Standards Act, or certain roles excluded from the definition of the term “employee.”	Employers can’t discriminate in the payment of wages between sexes or employ a woman at pay rate less than what a man gets for substantially similar work (skills, effort, responsibility, and similar working conditions). Employers are liable for damages. Employers can’t ask about an applicant’s pay history. Employers can’t discriminate in the payment of wages between people of different race, religion or sex.
Idaho	Discriminatory Wage Rates Based on Sex Idaho Code § 44-1701, et. seq.	Employees of public or private companies	Employers can’t discriminate in the payment of wages between sexes or employ a woman at pay rate less than what a man gets for substantially similar work (skills, effort, responsibility, and similar working conditions). Employers are liable for damages.
Illinois	Equal Wage Act 820 Ill. Comp. Stat. 110/1, et. seq. Equal Pay Act of 2003 820 Ill. Comp. Stat. 112/1, et. seq. Ill. Executive Order 2019-02 Reaffirmation of commitment to gender pay equality Illinois Equal Pay Act 2021 Amendment	Equal Wage Act: Employees at manufacturing companies with 6+ employees Equal Pay Act: Employees at private companies with 4+ employees Executive Order 2019-02: Employees of public companies, agencies, etc. Employees of public employers	Equal Wage Act: employers must pay workers equal pay for equal work. Equal Pay Act: employers may not pay unequal wages to men and women for doing substantially similar work, unless the wage difference is based upon seniority or a measurable merit system. Executive Order 2019-02: Public employers may not ask for salary history. Employers are liable for damages. Effective Jan. 1, 2025: Pay range disclosure required in postings.
Indiana	Labor and Safety Ind. Code Ann. §22-2-2-4, et. seq.	Employees at public and private organizations with 2+ employees. The law does NOT apply to workers at companies subject to the federal Fair Labor Standards Act .	Employers can’t discriminate in the payment of wages between sexes or employ a woman at pay rate less than what a man gets for substantially similar work (skills, effort, responsibility, and similar working conditions). Employers are liable for damages.
Iowa	Compensation based on comparable worth Iowa Code Ann. § 70A.18 Wage discrimination in employment Iowa Code Ann. § 216.6A	Employees of public and private companies	Policy of wage non-discrimination between the sexes. Employers can’t pay lower wages to any employee who is employed within the same establishment for equal work because of age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, or disability.
Kansas	Discrimination in payment of wages Kan. Stat. Ann. 44-1205, et. seq.	Employees of public and private companies	Employers can’t discriminate in the payment of wages between sexes or employ a woman at pay rate less than what a man gets for substantially similar work (skills, effort, responsibility, and similar working conditions). Prohibits retaliation. Employers are liable for damages.
Kentucky	Wage Discrimination Because of Sex Ky. Rev. Stat. § 337.420, et. seq. Ordinance No. 066, Series 2018	Employees at public and private organizations with 2+ employees in the state, each employee for 20+ weeks of the current or previous calendar year	Employers can’t discriminate in the payment of wages between sexes or employ a woman at pay rate less than what a man gets for substantially similar work (skills, effort, responsibility, and similar working conditions). Employers are liable for damages Louisville/Jefferson County Metro agencies are prohibited from asking about an applicant’s salary history. Pending: Salary history ban bill.
Louisiana	Louisiana Equal Pay for Women Act La. Rev. Stat. Ann. § 23:661, et. seq. Employment discrimination law La. Rev. Stat. Ann. § 23:301, et. seq.	Employees at public or private organizations with 20+ employees in the state for each working day in each of 20+ calendar weeks of the current or preceding calendar year	Prohibits wage discrimination based on sex in state employment. Employers are liable for damages New Orleans city agencies are prohibited from asking about an applicant’s salary history.
Maine	Equal Pay Me. Rev. Stat. Ann. Tit. 26 § 628 Sec. 1. 5 MRSA §4577	Employees at public and private organizations	Employers can’t discriminate in the payment of wages between sexes or employ a woman at pay rate less than what a man gets for substantially similar work (skills, effort, responsibility, and similar working conditions). Employers can’t ask about a prospective employee’s pay history until after a job offer has been negotiated.
Maryland	Equal Pay for Equal Work Md. Labor and Employment Code Ann. § 3-301, et. seq.	Employees at public or private organizations	Employers can’t discriminate in the payment of wages based on sex or gender identity for substantially similar work (skills, effort, responsibility, and similar working conditions). They’re also prohibited from providing less favorable employment opportunities based on sex or gender identity. Employers are prohibited from requesting or making a decision based on an applicant’s salary history. Employers are required—upon request— to provide employees with the wage range for the job applied for. Employers are liable for damages.
Massachusetts	Massachusetts Equal Pay Act Ann. Laws of Mass. Gen. Laws ch. 149, § 105A	Employees of public or private companies	Employers can’t discriminate in the payment of wages based on sex or gender identity for substantially similar work (skills, effort, responsibility, and similar working conditions). Retaliation against an employee who files a complaint is illegal. It’s also illegal for an employer to prohibit employees from talking about their or their co-workers’ wages. Employers are prohibited from asking for an applicant’s salary history. Employers are liable for damages. New as of Oct. 25, 2025: Salary ranges required in job postings. Demographic pay data reporting for employers with 100+ employees.
Michigan	Unfair Discrimination, Restraint of Trade and Trusts Law Mich. Comp. Laws Ann. § 750.556 Workforce Opportunity Wage Act Mich. Comp. Laws Ann. § 408.423	Employees of public and private organizations with 2+ employees, with some rare exceptions	Any employer that discriminates in the payment of wages between similarly employed men and women can be found guilty of a misdemeanor. Employers can’t discriminate in the payment of wages based on sex or gender identity for substantially similar work (skills, effort, responsibility, and similar working conditions). Employers are liable for damages. State and government employers are prohibited from asking for an applicants’ salary history.
Minnesota	Equal Pay for Equal Work Minn. Stat. Ann. § 181.66, et. seq.	Employees of private companies	Employers can’t discriminate in the payment of wages based on sex or gender identity for substantially similar work (skills, effort, responsibility, and similar working conditions). Provides a cause of action to sue for damages. Effective Jan. 1, 2025: Pay range and benefits disclosure in job postings; salary history ban enforce:
Mississippi	Equal Pay for Equal Work Miss. Code Title 71. Labor and Industry § 71-17-1, et. seq.	Employees who work 40+ hours/week at public or private organizations with 5+ employees	Employers can’t discriminate in the payment of wages based on sex or gender identity for substantially similar work (skills, effort, responsibility, education, similar working conditions).
Missouri	Female Employees Mo. Ann. Stat. §290.410, et. seq. Resolution 180519	Employees who work for a person, firm, corporation, manager, agent, contractor, subcontractor, representative, principal or other person who has direct control of the employee’s labor	Employers can’t discriminate in the payment of wages based on sex or gender identity for the same quantity and quality of work. Provides for employer liability for damages. Kansas City offices can’t ask applicants for pay history until they have been hired.
Montana	Equal pay for women for equivalent service Mont. Code Ann. 39-3-104	Employees who work for public or private organizations, or who are employed by individual people	Employers can’t pay women less than men for equivalent service in the same industry.
Nebraska	Sex Discrimination Neb. Rev. Stat. Ann. § 48-1221, et. seq.	Employees at public or private companies with 2+ employees for each working day in each of 20+ calendar weeks of the current or previous calendar year	Employers can’t discriminate in the payment of wages based on sex or gender identity for substantially similar work (skills, effort, responsibility, and similar working conditions). Wage differentials can only be based on seniority, a defined merit system or a factor other than sex as specified.
Nevada	Discrimination on basis of sex prohibited Nev. Rev. Stat. § 608.017 SB293	Employees who work for a private employer with 15+ employees for each working day in 20+ calendar weeks of the current or preceding calendar year. These regulations do not apply to employees who work for: the United States, any corporation owned by the United States, an Indian tribe, or a private membership club exempt from taxation.	Employers can’t discriminate in the payment of wages based on sex or gender identity for substantially similar work (skills, effort, responsibility, and similar working conditions). Wage differentials can only be based on seniority, a defined merit system or a factor other than sex as specified. Employers may not seek out the salary history of job applicants. Employers must provide a salary range for open job postings.
New Hampshire	Discrimination in the Workplace: Equal Pay N.H. Rev. Stat. Ann. § 275:37-41	Employees for any employer, except workers who perform domestic service in the employer’s home, agricultural workers, temporary or seasonal employees, employees of a social club, educational, fraternal, charitable, religious, scientific, or literary associations.	Employers can’t discriminate in the payment of wages based on sex or gender identity for substantially similar work (skills, effort, responsibility, and similar working conditions). Wage differentials can only be based on seniority, a defined merit system or a factor other than sex as specified. Provides employer liability for damages. Employees are allowed to disclose wages and cannot be discharged or disciplined because they disclose wages.
New Jersey	Discrimination in Wages N.J. Stat. Ann. § 34:11-56.1, et. seq. Executive Order 1, 2018	Employers for public or private companies, including individual people and agents of employers Employees of nonprofit organizations, farms, and hotels, are not covered by these regulations	Employers can’t discriminate in the payment of wages based on sex or gender identity for substantially similar work (skills, effort, responsibility, and similar working conditions). Wage differentials can only be based on seniority, a defined merit system or a factor other than sex as specified. New Jersey agencies and offices can’t ask applicants for salary history or investigate the previous salary of an applicant. The New Jersey Pay Transparency Law, effective June 1, 2025, requires employers to disclose salary ranges and benefits information in job postings and to notify current employees about promotional opportunities.
New Mexico	Fair Pay for Women N.M. Stat. Ann. § 28-23-1, et. seq.	Anyone working for an employer with 4+ employees, or any person acting as an employer	Employers can’t discriminate in the payment of wages based on sex or gender identity for substantially similar work (skills, effort, responsibility, and similar working conditions). Wage differentials can only be based on seniority, a defined merit system or a factor other than sex as specified. Prohibits retaliation and provides employer liability for damages.
New York	Differential in rate of pay because of sex prohibited N.Y. Labor Law §194, 198 Executive Order 161 Local Law 2017/067 Omnibus Human Rights Law for Albany County Local Law P for 2016 Local Law No. 25 -2018, Suffolk County, NY Local Law No. 10624-2018, Westchester County, NY	NY. Labor Law §194, 198: Employees who work for any person, corporation, LLC, or association with any number of employees, in any industry. Executive Order 161: Employees of the state of New York Omnibus Human Rights Law for Albany County: Employees in the city of New York Omnibus Human Rights Law for Albany County: Employees in Albany County, NY, except those who work for their own parents, spouse, or child, or in domestic service for any employer Local Law No. 25 -2018, Suffolk County, NY: Job seekers in any industry Local Law No. 10624-2018, Westchester County, NY: Job seekers in any industry	NY. Labor Law §194, 198: Employers can’t discriminate in the payment of wages based on sex or gender identity for substantially similar work (skills, effort, responsibility, and similar working conditions). Provides employer liability for damages. Executive Order 161: State agencies and departments (except the Port Authority of New York and New Jersey) can’t ask applicants for salary history until after a job offer is extended. If an applicant’s previous salary is already known, that information can’t be used to determine applicant’s salary, unless required by law or collective bargaining agreement. Local Law 2017/067: Employers in New York City can’t ask applicants for salary history until after a job offer is extended. If an applicant’s previous salary is already known, that information can’t be used to determine applicant’s salary. Omnibus Human Rights Law for Albany County: Employers in Albany County can’t ask applicants for salary history until after a job offer is extended. Local Law No. 25 -2018, Suffolk County, NY: Employers in Suffolk County can’t ask applicants for salary history or investigate the previous salary of an applicant. Local Law No. 10624-2018, Westchester County, NY: Employers in Westchester County can’t ask applicants for salary history. They’re only allowed under certain circumstances to confirm prior pay and rely on that information in setting salaries.
North Carolina	Equal Pay Act of 1963 Executive Order No. 93	Equal Pay Act of 1963: Employees in the state of North Carolina Executive Order No. 93: Job applicants to state agencies	Equal Pay Act of 1963: Employers can’t discriminate in the payment of wages based on sex or gender identity for substantially similar work (skills, effort, responsibility, and similar working conditions). Executive Order No. 93: State agencies under the Governor’s oversight may not ask for salary history from job applicants.
North Dakota	Equal Pay for Men and Women N.D. Century Code, 34-06.1-01, et. seq.	Employees of public or private organizations, including the state of North Dakota and any public bodies	Employers can’t discriminate in the payment of wages based on sex or gender identity for substantially similar work (skills, effort, responsibility, and similar working conditions). Prohibits retaliation and provides for cause of action to sue for damages.
Ohio	Wage discrimination Ohio Rev. Code § 4111.17 City of Cincinnati Ordinance No. 83-2019 City of Columbus Ordinance 0709-2023 Pay Equity Act: Chapter 768 of the Toledo Municipal Code	Wage discrimination Ohio Rev. Code § 4111.17: Employees of any employer, including the state of Ohio and its subdivisions City of Cincinnati Ordinance No. 83-2019: Employers with 15+ employees City of Columbus Ordinance 0709-2023: Private employers with 15+ employees. Pay Equity Act: Any person, or private company with 15+ employees within the city of Toledo. The city of Toledo is included, while other public organizations are excluded.	Employers can’t discriminate in the payment of wages on the basis of race, color, religion, sex, age, national origin, or ancestry for substantially similar work (skills, effort, responsibility, and similar working conditions). Provides employer liability for damages. City of Cincinnati Ordinance No. 83-2019: Effective March, 2020: employers in the city of Cincinnati with 15+ employees may not request the salary history of job seekers. Upon request, employers must provide a pay scale for positions for which applicant has received a conditional employment offer. City of Cleveland Ordinance No. 104-2025: Effective October 27, 2025, mandates employers to disclose salary ranges in job postings and prohibits them from asking about applicants’ salary history. City of Columbus Ordinance 0709-2023: Effective March 1, 2024, private employers with 15+ employees in the city of Columbus may not ask applicants about their salary history. Pay Equity Act: Toledo Effective June 25, 2020, covered employers may not ask job applicants for salary history.
Oklahoma	Discriminatory Wages 40 Okla. Stat. Ann. § 198.1, et. seq.	Employees of any employer	Employers can’t discriminate in the payment of wages based on sex or gender identity for substantially similar work (skills, effort, responsibility, and similar working conditions). Wage differentials can only be based on seniority, a defined merit system or a factor other than sex as specified.
Oregon	Discriminatory wage rates based on sex Or. Rev. Stat. § 652.220, et. seq.	Employees (not business partners) who work for any public or private employer (except the federal government) with 1+ employees	Employers can’t discriminate in the payment of wages based on sex or gender identity for substantially similar work (skills, effort, responsibility, and similar working conditions). Wage differentials can only be based on seniority, a defined merit system or a factor other than sex as specified. Employers may not consider an employee’s salary history during the transfer, promotion, or move of an employee within the same organization. Pending: Transparency bill.
Pennsylvania	Equal Pay Law Pa. Stat. Ann. tit. 43 § 336.1, et. seq. Philadelphia Wage Equity Ordinance The Philadelphia Code § 9-1131	Equal Pay Law: Employees of any public or private employer, excluding employees who are subject to Section 6 of the Federal Fair Labor Standards Act Philadelphia Wage Equity Ordinance: Job applicants in the city of Philadelphia	Equal Pay Law: Employers can’t discriminate in the payment of wages based on sex or gender identity for substantially similar work (skills, effort, responsibility, and similar working conditions). Wage differentials can only be based on seniority, a defined merit system or a factor other than sex as specified. Provides cause of action to sue for damages. Philadelphia Wage Equity Ordinance: Employers in the city of Pittsburgh can’t ask applicants for salary history.
Rhode Island	Pay Equity Act H 5261A, S 0270A	Employees (not independent contractors or subcontractors) employed by any individual or public or private organization	Effective January 1, 2023, employers are prohibited from paying wages at a rate less than the rate it pays others based on race, color, religion, sex, sexual orientation, gender identity or expression, disability, age (40 or over), or country of ancestral origin (protected classes) for comparable work (skills, effort, responsibility, and similar working conditions). Employers cannot request wage history from an applicant. Employers must also provide the wage range of a position at the applicant’s request and also when an employee moves into a new position. Employers are also required to post a notice with information about the Pay Equity Act in their workplaces.
South Carolina	Human Affairs Law (SC Code Sec. 1-13-80)	Employers of public or private organizations with 15+ employees for each working day in each of 20+ calendar weeks of the current or previous calendar year	Employers can’t discriminate in the payment of wages based on sex or gender identity for substantially similar work (skills, effort, responsibility, and similar working conditions). Employers are liable for damages.
South Dakota	Equal Pay Law SD Cod. Laws Sec. 60-12-15 et seq	Employees of any employer	Employers can’t discriminate in the payment of wages based on sex or gender identity for substantially similar work (skills, effort, responsibility, and similar working conditions). Prohibits retaliation and provides employer liability for damages.
Tennessee	Equal Pay Act TN Code Sec. 50-2-202 Tennessee Human Rights Act (Fair Employment Practices Law) TN Code Sec. 4-21-101 et seq.)	Employees of public and private organizations with 8+ employees within the state	Employers can’t discriminate in the payment of wages based on sex or gender identity for substantially similar work (skills, effort, responsibility, and similar working conditions). Wage differentials can only be based on seniority, a defined merit system or a factor other than sex as specified. Employers are liable for damages.
Texas	Texas Equal Pay Act (TX Govt. Code Sec. 659.001) Texas Human Rights Commission Act (TCHRA) (TX Labor Code Sec. 21.051 et seq.)	Texas Equal Pay Act: Public employees (State workers) Texas Human Rights Commission Act: Employees of organizations with 15+ employees for each working day in 20+ calendar weeks of the current or previous year.	Women employed by the state of Texas must be paid the same as men performing the same kind, grade, and quantity of service. Employers may not make distinctions in compensation based on sex. Texas Human Rights Commission Act: Employers are prohibited from discriminating on the basis of race, color, disability, religion, sex, national origin, or age, in connection with compensation or the terms, conditions, or privileges of employment. Pending: Pay transparency bill (HB 2196).
Utah	Utah Antidiscrimination Act UT Code Sec. 34A-5-106	Employees of organizations with 15+ employees	Employers may not “discriminate in matters of compensation” based on race, color, sex, pregnancy and childbirth, age (40 years and over), religion, national origin, disability, sexual orientation, or gender identity.
Vermont	Vermont Fair Employment Practices Act (FEPA) (VT Stat. Tit. 21 Sec. 495et seq.)	Employees of public or private organizations	Employers are prohibited to pay employees of different sexes different wages for equal work requiring equal skill, effort and responsibility. Additionally, it is illegal to require employees to refrain from disclosing or discussing wages. Employers are prohibited from making employment conditional on an applicant’s or employee’s agreement not to disclose or discuss his or her wages. Vermont’s pay transparency law, Act 155, effective July 1, 2025, requires employers to disclose salary ranges in job postings for positions located in Vermont.
Virginia	Virginia Equal Pay Act (VA Stat. Sec. 40.1-28.6 et seq.)	Employees of public and private organizations	Employers are prohibited to pay employees of different sexes different wages for equal work requiring equal skill, effort and responsibility. Pending: Transparency bill.
Washington	Equal Pay and Opportunities Act (RCW 49.58)	Employees of public and private organizations	Employers are prohibited to pay employees of different sexes different wages for equal work requiring equal skill, effort and responsibility. Any employer who violates this law is guilty of a misdemeanor. Employers cannot prohibit employees from disclosing, comparing, or discussing their wages or the wages of other employees. Retaliation is prohibited.
West Virginia	West Virginia Equal Pay Act WV Code Sec. 21-5B-1 et seq.	Employees (not business partners or independent contractors) of private organizations with 1+ employees. Employees must perform all labor for the employer within the state of West Virginia.	Employers can’t discriminate in the payment of wages based on sex or gender identity for substantially similar work (skills, effort, responsibility, and similar working conditions). Wage differentials can only be based on seniority, a defined merit system or a factor other than sex as specified.
Wisconsin	Wisconsin Fair Employment Act (WI Stat. Sec. 111.31 et seq.) *Not an Equal Pay act	Employees who work for the state, state agencies, or any individual or organization with 1+ employees. Employees who work for their parents, spouse, or child are not covered.	This act prohibits compensation discrimination against individuals on the basis of age, race, creed, color, disability, marital status, sex, national origin, ancestry, sexual orientation, arrest record, conviction record, military service, or use or nonuse of lawful products off the employers’ premises during nonworking hours, or declining to attend a meeting or to participate in any communication about religious or political matters. Gender-based pay differentials are allowed only in circumstances where gender is a bona fide occupational qualification (BFOQ). The Act states that gender constitutes a BFOQ only if all of the members of one gender are physically incapable of performing the essential duties of the job, or if the employer’s business operation would be undermined by hiring employees of both genders for the position in question.
Wyoming	Wyoming Equal Pay Law WY Stat. Sec. 27-4-301 et seq.	Employees of public or private employers, or people acting in the interest of employers	Employers can’t discriminate in the payment of wages based on sex or gender identity for substantially similar work (skills, effort, responsibility, and similar working conditions). Wage differentials can only be based on seniority, a defined merit system or a factor other than sex as specified.

The information provided in our chart is for educational purposes only; it is not legal advice. Always check regulations and consult with an attorney to help ensure compliance.

Penalties for Pay Equity Law Non-Compliance

Employers who violate pay equity laws face significant financial penalties and legal consequences. These can include:

Compensation Penalties

Under the federal Equal Pay Act, employers may be liable for back wages owed to affected employees, plus an additional equal amount as liquidated damages—effectively doubling the compensation owed. Employers must also cover reasonable attorneys’ fees and court costs. If retaliation is proven, employees may receive equitable relief including reinstatement, promotion, and payment of wages lost, along with additional liquidated damages equal to the compensation awarded

Discrimination Penalties

Under Title VII pay discrimination claims, remedies can be even more substantial. In addition to back pay and compensatory damages for emotional distress or harm, punitive damages may be awarded when employers act with malice or reckless indifference. However, caps apply based on employer size: $50,000 for employers with 15-100 employees, $100,000 for 101-200 employees, $200,000 for 201-500 employees, and $300,000 for employers with more than 500 employees.

Pay Equity Law Exceptions

While equal pay laws generally require equal pay for substantially similar work, most states with pay equity laws recognize certain legitimate factors that can justify pay differences. These permissible exceptions commonly include:

Seniority systems
Merit-based pay structures
Systems that measure earnings by quantity or quality of production
Bona fide factors unrelated to protected characteristics—such as education, training, experience, or geographic location.

Employers must ensure these factors are applied consistently and reasonable—and that they account for the entire wage differential.

Note: Many states have eliminated salary history as a permissible factor, which prohibits employers from using previous compensation to justify current pay disparities.

How to Stay Compliant with Pay Equity Laws

Knowing which states have pay equity laws is just the first step—staying compliant requires ongoing diligence and strategic planning. With varying state equal pay laws, maintaining compliance across multiple jurisdictions can be complex. Following these steps can help ensure you stay compliant:

Step 1: Conduct Regular Pay Equity Audits

Proactive pay equity audits are your first line of defense. Work with legal counsel to conduct comprehensive analyses of compensation across your workforce, comparing employees in substantially similar roles while accounting for legitimate factors such as seniority, merit, and experience. Regular audits help you catch potential issues before they become a problem.

Step 2: Update Compensation Policies

Review your compensation policies to align with pay equity laws in your state. Eliminate practices that rely on salary history, as many states with pay equity laws now prohibit such inquiries. Document clear, objective criteria for determining pay based on legitimate business factors like skill level, experience, and job performance.

Step 3: Support Pay Transparency

States with equal pay laws increasingly require pay transparency. Remove policies that prohibit wage discussions, include salary ranges in job postings where required, and establish clear procedures for employees to raise pay equity concerns without retaliation. Document all pay decisions thoroughly.

Step 4: Stay Current with Changing Laws

Designate someone to monitor changes in legislation across all the states where you operate, and update these policies promptly when new requirements take effect.

Step 5: Implement Ongoing Monitoring and Training

Establish systems to track compensation decisions in real-time, flagging anything that may create pay disparities. Provide regular training to managers and HR staff about your pay equity obligations under both federal and state law. By embedding pay equity into your organizational culture, you’ll be better positioned to maintain compliance as laws continue to evolve.

Stay Compliant with Pay Equity Laws by Using Paycor

Paycor empowers over 40,000 customers to stay compliant with federal, state, and local equal pay regulations. Learn more about how our award-winning HCM platform helps you track important changes, communicate with employees, and update your HR strategy as needed.

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Pay Equity Law FAQs

Still have questions? Read on!

Do pay equity laws cover race, ethnicity, and gender?

While all 50 states follow the federal Equal Pay Act prohibiting gender-based wage discrimination, pay equity laws may vary in their protected classes. Some states with equal pay laws extend protections beyond gender to include race, ethnicity, national origin, age, disability, and other characteristics, while others focus exclusively on sex-based pay discrimination.

Are employer’s allowed to ask about salary history under pay equity laws?

Many states with pay equity laws have enacted salary history bans that prohibit employers from asking job applicants about their past compensation.

States with equal pay laws, including California, Colorado, Connecticut, Delaware— and more than 15 others— restrict or prohibit salary history inquiries. However, employers may typically discuss compensation expectations and verify voluntarily disclosed information.

Do pay equity laws promote pay transparency?

Yes, state pay equity laws increasingly incorporate pay transparency measures to reduce wage gaps and promote fairness. These provisions typically prohibit employers from retaliating against employees who discuss wages with colleagues and may require disclosure of salary ranges for open positions, helping ensure more informed compensation decisions.

Which states require pay transparency under their pay equity laws?

Several states with pay equity laws have adopted pay transparency requirements. These include: California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Massachusetts Minnesota, Nevada, New Jersey, New York, Rhode Island, Vermont, Virginia, and Washington. currently have statewide pay transparency provisions, with requirements varying by jurisdiction.

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Pay Equity Laws by State

One-Minute Takeaway

What Are Pay Equity Laws?

How Many States Have Equal Pay Laws?

State-by-State Pay Equity Laws

Penalties for Pay Equity Law Non-Compliance

Compensation Penalties

Discrimination Penalties

Pay Equity Law Exceptions

How to Stay Compliant with Pay Equity Laws

Step 1: Conduct Regular Pay Equity Audits

Step 2: Update Compensation Policies

Step 3: Support Pay Transparency

Step 4: Stay Current with Changing Laws

Step 5: Implement Ongoing Monitoring and Training

Stay Compliant with Pay Equity Laws by Using Paycor

Pay Equity Law FAQs

Do pay equity laws cover race, ethnicity, and gender?

Are employer’s allowed to ask about salary history under pay equity laws?

Do pay equity laws promote pay transparency?

Which states require pay transparency under their pay equity laws?

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Pay Equity Laws by State

One-Minute Takeaway

What Are Pay Equity Laws?

How Many States Have Equal Pay Laws?

State-by-State Pay Equity Laws

Penalties for Pay Equity Law Non-Compliance

Compensation Penalties

Discrimination Penalties

Pay Equity Law Exceptions

How to Stay Compliant with Pay Equity Laws

Step 1: Conduct Regular Pay Equity Audits

Step 2: Update Compensation Policies

Step 3: Support Pay Transparency

Step 4: Stay Current with Changing Laws

Step 5: Implement Ongoing Monitoring and Training

Stay Compliant with Pay Equity Laws by Using Paycor

Pay Equity Law FAQs

Do pay equity laws cover race, ethnicity, and gender?

Are employer’s allowed to ask about salary history under pay equity laws?

Do pay equity laws promote pay transparency?

Which states require pay transparency under their pay equity laws?

Related Resources

2026 HR Calendar of Important Dates

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Year-End Payroll & Tax Checklist for 2025