While the federal Equal Pay Act prohibits employers from paying employees less for equal work because of gender, these second wave pay equity laws revise this standard – prohibiting unequal pay for “comparable” work as opposed to “equal” work. At the time of publication, 21 states have enacted “second wave” pay equity laws 29 states and municipalities have enacted salary history inquiry bans and 21 states have enacted wage transparency provisions. Since 2020, more than 200 bills addressing pay equity were introduced in nearly every state.
While there have been pay discrimination laws on the books at the federal level and in most states for decades, over the past several years, state and local governments and Puerto Rico have passed numerous new laws all aimed at closing the pay gap. But as employees, boards, consumers, and the public are increasingly expecting more from organizations surrounding diversity, equity, and inclusion, the stakes for employers regarding pay equity continue to rise. The pay gap – or paying women and other historically marginalized groups less for the same or substantially similar work – has long been in the media spotlight. Littler Inclusion, Equity and Diversity Playbook.Littler Investigation Toolkit for Employers.We’re ready for your tomorrow – because we’re built for it.Global Workplace Transformation Initiative.General Data Protection Regulation (GDPR).We are delivering for women by passing pay equity legislation, delivering record pay settlements for female dominated workforces, and closing the gender pay gap with the Action Plan in the public sector,” says Minister Genter. “This Government is taking action to ensure women are paid fairly. It is just one step in a long journey towards gender equality, the work does not end here,” says Minister Little. “A modern and more effective system for dealing with pay equity claims is long overdue. Pay equity settlements benefit those who have been underpaid due to systemic sex-based discrimination – achieving pay equity and putting more money in the hands of the lowest paid workers has a significant positive impact on their lives, and is likely to have flow-on benefits to their whanau and the wider community.
It aligns with the bargaining process in the Employment Relations Act 2000. This Bill ensures that businesses, workers, and unions will find it easier to bargain effectively and fairly. Government, Business New Zealand and the New Zealand Council of Trade Unions were strongly involved in developing the process for raising and resolving pay equity claims. This Bill makes it easier to raise a pay equity claim, and encourages collaboration and evidence-based decision making to address pay inequity, rather than relying on an adversarial court process,” says Andrew Little.Įmployers already have a duty not to pay people differently on the basis of sex – this Bill helps parties to come to an agreement about what equitable remuneration would be, and makes court action a last resort rather than a first step. “Most people do not want to take their employer to court if they can avoid it. “No one should be paid less just because they work in a female-dominated occupation - this is one of the biggest gains for gender equity in the workplace since the Equal Pay Act 1972,” says Julie Anne Genter. New Zealanders working in female-dominated professions will have a clearer pathway for pay equity with the passing of the Equal Pay Amendment Bill at 11:59pm this evening, say Minister for Workplace Relations, Andrew Little, and Minister for Women, Julie Anne Genter.
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