It used to be that employers had the luxury of waiting until January 1 to be vigilant for new employment laws and compliance challenges. For the past several years, we have reported on employment and labor laws taking effect mid-year.
On June 3, 2022, the New York State Legislature passed Senate Bill 9427, which if enacted would require employers to include a salary range and position description in each job advertisement.
On April 20, 2022, Mississippi became the last state in the nation to enact an equal pay law. The new law, which takes effect July 1, 2022, follows the liability standard of the federal Equal Pay Act.
In an effort to close what is viewed as a persistent pay gap, Washington has amended its Equal Pay and Opportunities Act (EPOA) for the second time to require employers to include wage and benefit information in their job postings.
Four months ago, New York City became the second jurisdiction in the country to require employers to include the minimum and maximum potential salaries for open positions in job postings.
The New York City Commission on Human Rights (NYCCHR) has published a fact sheet providing guidance on the heavily anticipated salary transparency law, which will take effect on May 15, 2022.
The UK government has made clear, in its “Inclusive Britain” policy paper published on March 17, that ethnicity pay gap reporting will not be mandatory for employers “at this stage.”
On December 15, 2021, the full city council approved a bill that would amend the New York City Human Rights Law in a way that would fundamentally alter the way job advertisements are posted.