Colorado employers face additional requirements as of January 1, 2024 to comply with the amendments to Colorado’s Equal Pay for Equal Work Act (EPEWA), which originally took effect in 2021.
The UK Government has introduced draft regulations to preserve in domestic law certain discrimination rights and principles derived from EU law which might otherwise fall away or be departed from following the Retained EU Law (Revocation and Reform) Act.
The federal government, states, counties, and cities were active again this year passing workplace legislation intended for the most part to protect employees, creating new compliance obligations for employers.
New regulation provides guidance on the implementation of British Columbia, Canada’s Bill 13, Pay Transparency Act, which requires covered employers to prepare and make public a pay transparency report.
This Littler Lightbulb highlights some of the more significant employment law developments at the U.S. Supreme Court and federal courts of appeal in the last month.
In a recent decision the Second Circuit clarified that the federal Equal Pay Act does not require employers to show that a “factor other than sex” defense must be job-related.
The Government of British Columbia provides additional guidance on s. 2 of the province’s Pay Transparency Act, which requires employers to specify in all publicly advertised job opportunities the job’s expected salary or wage range.
Earlier this year, New York State joined a growing number of states and cities that have passed laws mandating salary disclosure when advertising open positions. The NY DOL recently published proposed regulations for this new law.
This summer many Japanese companies took their first legally required steps toward joining the growing global movement to address gender inequality and promote equal opportunities in the workforce.
