Connecticut’s equal pay law has been updated with two major compliance provisions for employers.
Broadly, the amended law:
- Bans pay differences between men and women for “comparable” work, as opposed to “equal”
- Requires employers to tell job applicants and employees the “wage range” for a position
The updates go into effect Oct. 1, 2021, and apply to all employers in Connecticut.
Connecticut’s Equal Pay Law
The first change to Connecticut’s equal pay law is fairly straightforward. Instead of “equal” work, employers must now consider the nature of similar jobs in order to pay the same rates for “comparable” positions. Those factors include skill, effort and responsibility, as well as working conditions.
To pay employees differently, employers must be able to demonstrate differences in:
- Geographic location
- Bona fide factor not tied to sex
Meanwhile, the other update requires employers to disclose to job applicants and existing employees the wage range for a job.
Starting Oct. 1, 2021, employers must provide job applicants with a wage range information at the applicant’s request or prior to or at the time an applicant is made an offer, whichever is sooner.
The law also says employers must provide wage range information for an employee’s job upon:
- The hiring of the employee
- A change in the employee’s position
- The employee’s first request for a wage range
Other states, including California, Maryland and Washington, already have similar measures in place.
Minimum Wage Management. Simplified.
Equal Pay Laws Across the U.S.
Several equal pay laws have been enacted across the U.S. in recent years, with the #MeToo movement sparking some of the new legislation.
Plus, some states have expanded these laws to include gender identity, ancestry, relationship status and more. Companies’ efforts to bolster diversity, equity and inclusion in the workplace have become hot topics in employment law of late, and pay equity laws are part of that equation.
Employers with locations in multiple jurisdictions should review state and local laws to maintain compliance.
With only a two and a half months until the amendments to Connecticut’s equal pay law go into effect, employers should review policies and procedures ahead of the Oct. 1 effective date.
That may include:
- Setting internal wage ranges
- Evaluating the responsibilities of employees within the organization
- Auditing employees’ pay levels
- Re-examining job postings
- Training hiring managers
As always, employers should review the specifics of the law and consult legal counsel if needed.