Explore Pay Equity & Pay Transparency Laws by State

A recent wave of pay equity laws have been adopted around the U.S., often imposing new and different obligations on employers. Below is an overview of key pay equity provisions by state, including different maps to explore laws related to prior pay and pay transparency. Please note that these laws can change and are in flux; additional details in the statutes, other sources of interpretation, and local laws in cities and counties may also apply.

Click on individual states to explore.
Last updated October 2022.

AL AK AZ AR CA CO CT DE FL GA HI ID IL IN IA KS KY LA ME MD MA MI MN MS MO MT NE NV NH NJ NM NY NC ND OH OK OR PA RI SC SD TN TX UT VT VA WA WV WI WY DC

Watch Videos on Pay Equity Issues

Erin Connell discusses predictions for how the EEOC and OFCCP will approach pay equity under the Biden Administration.

Jessica James provides a glimpse into what shareholder proposals have demanded recently and a forward look on what to expect for pay and diversity information moving forward

Katie Mantoan surveys employment law considerations for companies to keep in mind when developing HCM disclosures, including issues around specific numeric representation targets and preserving attorney-client privilege.

Public Disclosure Benchmarking

How a company responds to a pay equity shareholder proposal can have a significant impact on internal morale, external reputation and legal risk. These proposals initially requested disclosure of mean pay gap figures but have since evolved to seek increasingly granular pay gap data and to demand other diversity and social governance action. Companies in turn have adapted how they respond. See how different companies have responded to these proposals over the last six years, using the tool below.

These materials are intended for general informational and educational purposes only and to provide an overview of relevant responses to shareholder proposals to the above referenced companies. Using this information does not create a lawyer-client relationship between you and Orrick and it is not intended that you rely upon it without consulting directly with a qualified lawyer. We make no representation or warranty of any kind, express or implied, regarding the validity or completeness of these materials. Developments in this area are rapidly changing and you should consult with counsel before taking any actions based on this information.

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Pay equity has moved to the forefront of regulatory, political, shareholder, employee, and public concern. Not only do enhanced equal pay laws continue to grow both in the U.S. and abroad, but employees and government agencies are bringing high stakes pay claims – exposing companies across all industries to public scrutiny and significant legal risk. In light of these developments, the pressure on employers to ensure equitable pay for employees is at an all-time high. Learn more about current pay equity developments, and how Orrick’s Pay Equity Team can help mitigate legal risk, develop long-term pay equity and compliance strategies, and put in place best practices.

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