Is 2017 the Year of Equal Pay?

Equal pay legislation has been top-of-mind for the American workforce since 1963, when President Kennedy signed the Equal Pay Act. However, with little federal enforcement of this law, the nation’s gender pay gap has stagnated—averaging women’s pay around 80 cents for every dollar men earn for the same role.


In lieu of federal intervention, many states and cities have taken the issue of pay equity into their own hands and put guidelines in place to reduce the wage gap. As of June 2017, only four states have not introduced regulations around equal pay—Alabama, Mississippi, South Carolina, and Utah. Each locality has its own specific stipulations, but the primary measure that states are taking is to ban salary history questions.


Over the past year, many states have introduced salary history bans. There’s been a lot of progress made, but there’s still a long way to go. To help you track the progress that’s been made toward closing the gender pay gap, we’ve rounded up a timeline of equal pay policy changes that occurred in the past year:

 


January 2016


New California Law Seeks to Close Gender Pay Gap


NY Pay Equity Law Takes Effect


President Unveils New Gender Pay Equity Rules


 

May 2016


MD Expands Equal Pay Protections


 

August 2016


Equal Pay, Paid Leave Enter Electoral Fray


MA Enacts Sweeping Equal Pay Reform


 

September 2016


Salary History Questions Face Legal Trouble


 

October 2016


EEOC Finalizes New EEO-1 Requirements


 

April 2017


NYC Bars Salary History Questions


Salary History Bans Face Legal Test


 

June 2017


Oregon Bans Salary History Questions


Delaware Bans Salary History Questions

 

Salary history bans are one of the fastest growing trends in HR compliance. Many more salary history question bans are in the pipeline and could pass by the end of 2017.  Keep an eye on HR News and local labor laws to optimize your equal pay practices and make sure you’re in compliance with state regulations.