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.
This year’s Women’s World Cup, which kicked off on July 20, 2023, has been drawing record viewers both in person and on television. As viewers watch these teams compete, many wonder whether these athletes receive pay equal to their male counterparts.
Hawaii SB 1057 requires that certain job listings disclose the hourly rate or salary range that “reasonably reflects the actual expected compensation” for the position being posted.
A new EU Directive on pay transparency came into force earlier this month. Member States have until June 7, 2026 to introduce new legislation to give effect to the Directive.