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:
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 employees 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.
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