{"id":13146,"date":"2022-11-29T10:22:54","date_gmt":"2022-11-29T18:22:54","guid":{"rendered":"https:\/\/www.zippia.com\/employer\/?p=13146"},"modified":"2023-05-11T15:09:10","modified_gmt":"2023-05-11T22:09:10","slug":"pay-equity-laws-by-state","status":"publish","type":"post","link":"https:\/\/www.zippia.com\/employer\/pay-equity-laws-by-state\/","title":{"rendered":"Pay Equity Laws By State [2022]"},"content":{"rendered":"<p><!--Skip-->\n<link href=\"https:\/\/static.zippia.com\/galleries\/css\/htgaj.css\" rel=\"stylesheet\"\/>\n<style>#jobsNearToYou{display:none;}.noImage-major-hero{display:none;}.major-hero-header-wrapper.w-100{display:none;}@media only screen and (min-width: 800px){.intro-research{}}#jopbTypeEntryContainer{display:none;}<\/style>\n<style>\n\tth, td {\n\t\twhite-space: normal !important; word-wrap: break-word;\n\t}\n\tp {\n\t\tmargin-bottom: 15px;\n  }\n<\/style>\n<p><b>Research Summary:<\/b> As of 2022, the average woman still makes 82 cents for every $1 a man does in the US. In light of this continuing issue and many others, several states have enacted pay equity laws to prevent discrimination in the workplace.<\/p>\n<p>Today, 42 US states have opted to implement pay equity laws that go beyond the federal requirement. This article won\u2019t touch on salary history laws for the most part, but if you want to learn more about that, we\u2019ve also covered <a href=\"https:\/\/www.zippia.com\/advice\/pay-transparency-laws-by-state\/\">pay transparency laws in the US<\/a>.<\/p>\n<p>With that in mind, we\u2019ve investigated all of the essential facts about pay equity laws in the US, and according to our extensive research:<\/p>\n<div class=\"table-responsive\">\n<table class=\"table\">\n<tr>\n<th style=\"width: 140px;\">State<\/th>\n<th style=\"width: 140px;\">Law\/Citation<\/th>\n<th style=\"width: 140px;\">Covered Employees<\/th>\n<th style=\"width: 140px;\">Protected Classes<\/th>\n<th style=\"width: 160px;\">General Protections<\/th>\n<\/tr>\n<tr>\n<td>Alabama<\/td>\n<td>\n<p><b>Clarke Figures Equal Pay Act<\/b><\/p>\n<p>HB 225<\/p>\n<\/td>\n<td>Private companies and Public employers<\/td>\n<td>Gender, race<\/td>\n<td>Cannot pay protected classes a lower wage for equal work (wages can only be different based on seniority)<\/td>\n<\/tr>\n<tr>\n<td>Alaska<\/td>\n<td>\n<p>\n<b>Employment Discrimination Act<\/b><br \/>\n\t\t\t\t\tAlaska Stat. Ann. \u00a7 18.80.220(a)(5)\n\t\t\t\t<\/p>\n<\/td>\n<td>Private companies and Public employers<\/td>\n<td>Sex, gender<\/td>\n<td>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/td>\n<\/tr>\n<tr>\n<td>Arizona<\/td>\n<td>Ariz. Rev. Stat. Ann. \u00a7 23-340, 341<\/td>\n<td>Private companies and Public employers<\/td>\n<td>Sex, gender<\/td>\n<td>\n<p>Women and men must be paid at the same rate and offered the same skill, effort, responsibility and working conditions<\/p>\n<p>Employers are liable for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Arkansas<\/td>\n<td>Ark. Code Ann. \u00a7 11-4-601, et. seq.<\/td>\n<td>Private companies and Public employers<\/td>\n<td>Sex, gender<\/td>\n<td>\n<p>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/p>\n<p>Employers are liable for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>California<\/td>\n<td>\n<p>\n<b>Equal Pay Act<\/b><br \/>\n\t\t\t\t\tCal. Labor Code \u00a7 1197.5\n\t\t\t\t<\/p>\n<\/td>\n<td>Private companies and Public employers<\/td>\n<td>Gender, race, ethnicity<\/td>\n<td>\n<p>Cannot pay protected classes a lower wage for equal work<\/p>\n<p>Employees can discuss wages in the workplace<\/p>\n<p>Employers are liable for damages<\/p>\n<p>Employers cannot retaliate against employees who file a complaint<\/p>\n<p>Employees can request pay scales from employers<\/p>\n<p>Companies with 100+ employers must report pay data by gender and race<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Colorado<\/td>\n<td>\n<p>\n<b>Equal Pay For Equal Work Act<\/b><br \/>\n\t\t\t\t\tColo. Rev. Stat. \u00a7 8-5-102, et. seq.\n\t\t\t\t<\/p>\n<\/td>\n<td>Private companies and Public employers<\/td>\n<td>Sex, gender<\/td>\n<td>\n<p>Cannot pay women less than men for \u201csubstantially similar\u201d work<\/p>\n<p>Employees can discuss wages in the workplace<\/p>\n<p>Employers cannot retaliate against employees who refuse to disclose salary history<\/p>\n<p>Employers are liable for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Connecticut<\/td>\n<td>Conn. Gen. Stat. Ann. \u00a731-75, et. seq.<\/td>\n<td>Private companies and Public employers<\/td>\n<td>Sex, gender<\/td>\n<td>\n<p>Cannot pay women less than men for \u201ccomparable\u201d work<\/p>\n<p>Employers are liable for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Delaware<\/td>\n<td>19 Del. Code Ann. \u00a7 1107(a), 1113<\/td>\n<td>Private companies and Public employers<\/td>\n<td>Sex, gender<\/td>\n<td>\n<p>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/p>\n<p>Employers cannot screen candidates based on salary history<\/p>\n<p>Employers are liable for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Florida<\/td>\n<td>Fla. Stat. Ann. \u00a7 448.07<\/td>\n<td>Private companies with over two employees<\/td>\n<td>Sex<\/td>\n<td>\n<p>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/p>\n<p>Employers are liable for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Georgia<\/td>\n<td>\n<p><b>Georgia Equal Pay Act<\/b><br \/>\n\t\t\t\tGa. Code Ann. \u00a7 34-5-3, et. seq.\n\t\t\t<\/p>\n<\/td>\n<td>Private companies with over ten employees and Public employers<\/td>\n<td>Sex<\/td>\n<td>\n<p>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/p>\n<p>Employers are liable for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Hawaii<\/td>\n<td>\n<p>Haw. Rev. Stat. \u00a7 378-2.3, -5<\/p>\n<p>Haw. Rev. Stat. \u00a7 387-4<\/p>\n<\/td>\n<td>Private companies and Public employers<\/td>\n<td>Sex, race, religion<\/td>\n<td>\n<p>Cannot pay protected classes less a lower wage or employ them at a lower pay rate for equal work<\/p>\n<p>Employers are liable for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Idaho<\/td>\n<td>Idaho Code \u00a7 44-1701, et. seq.<\/td>\n<td>Private companies and Public employers<\/td>\n<td>Sex<\/td>\n<td>\n<p>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/p>\n<p>Employers are liable for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Illinois<\/td>\n<td>\n<p>\n<b>Equal Wage Act<\/b><br \/>\n\t\t\t\t\t820 Ill. Comp. Stat. 110\/1, et. seq.\n\t\t\t\t<\/p>\n<p>\n<b>Equal Pay Act of 2003<\/b><br \/>\n\t\t\t\t\t820 Ill. Comp. Stat. 112\/1, et. seq.\n\t\t\t\t<\/p>\n<p>\n<b>Wages of Women and Minors Act<\/b><br \/>\n\t\t\t\t\t820 Ill. Comp. Stat. 125\/0.01, et. seq.\n\t\t\t\t<\/p>\n<p><b>Ill. Executive Order 2019-02 Executive Order No. 2018-1<\/b><\/p>\n<\/td>\n<td>\n<p>Private companies with over six employees<\/p>\n<p>Private company with over four employees<\/p>\n<p>Public employers<\/p>\n<p>Private employers with over 100 employees<\/p>\n<\/td>\n<td>Sex, race<\/td>\n<td>\n<p>Cannot pay women less than men or employ women at a lower pay rates for equal work<\/p>\n<p>Employers are required to file an annual and biannual report about pay data, submit equal pay registration certificates and certify compliance<\/p>\n<p>Employers are liable for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Indiana<\/td>\n<td>Ind. Code Ann. \u00a722-2-2-4(d), et. seq.<\/td>\n<td>Private companies with over two employees<\/td>\n<td>Sex<\/td>\n<td>\n<p>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/p>\n<p>Employers are liable for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Iowa<\/td>\n<td>\n<p>Iowa Code Ann. \u00a7 70A.18<\/p>\n<p>Iowa Code Ann. \u00a7 216.6A<\/p>\n<\/td>\n<td>Private companies and Public employers<\/td>\n<td>Age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, or disability<\/td>\n<td>\n<p>Cannot pay protected classes less a lower wage or employ them at a lower pay rate for equal work<\/p>\n<p>Employers are liable for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Kansas<\/td>\n<td>Kan. Stat. Ann. 44-1205, et. seq.<\/td>\n<td>Private companies and Public employers<\/td>\n<td>Sex<\/td>\n<td>\n<p>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/p>\n<p>Employers are liable for damages and cannot retaliate against employees<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Kentucky<\/td>\n<td>\n<p>Ky. Rev. Stat. \u00a7 337.420, et. seq.<\/p>\n<p>Ordinance No. 066, Series 2018<\/p>\n<\/td>\n<td>\n<p>Private companies with over two employees<\/p>\n<p>Public employers<\/p>\n<\/td>\n<td>Sex<\/td>\n<td>\n<p>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/p>\n<p>Employers are liable for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Louisiana<\/td>\n<td>\n<p>\n<b>Louisiana Equal Pay for Women Act<\/b><br \/>\n\t\t\t\t\tLa. Rev. Stat. Ann. \u00a7 23:661, et. seq.\n\t\t\t\t<\/p>\n<p>La. Rev. Stat. Ann. \u00a7 23:301, et. seq.<\/p>\n<\/td>\n<td>Public employers<\/td>\n<td>N\/A<\/td>\n<td>\n<p>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/p>\n<p>Employers are liable for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Maine<\/td>\n<td>\n<p>Me. Rev. Stat. Ann. Tit. 26 \u00a7 628<\/p>\n<p>Sec. 1. 5 MRSA \u00a74577<\/p>\n<\/td>\n<td>Private companies and Public employers<\/td>\n<td>Sex<\/td>\n<td>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/td>\n<\/tr>\n<tr>\n<td>Maryland<\/td>\n<td>Md. Labor and Employment Code Ann. \u00a7 3-301, et. seq.<\/td>\n<td>Private companies and Public employers<\/td>\n<td>Sex, gender<\/td>\n<td>\n<p>Cannot pay different genders less, employ them at a lower pay rate, or offer them less favorable employment opportunities<\/p>\n<p>Employers cannot screen candidates based on salary history and must provide a wage range upon request<\/p>\n<p>Employers are liable for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Massachusetts<\/td>\n<td>\n<p>\n<b>Massachusetts Equal Pay Act<\/b><br \/>\n\t\t\t\t\tAnn. Laws of Mass. Gen. Laws ch. 149, \u00a7 105A\n\t\t\t\t<\/p>\n<\/td>\n<td>Private companies and Public employers<\/td>\n<td>Sex, gender<\/td>\n<td>\n<p>Cannot pay different genders less or employ them at a lower pay rate for equal work<\/p>\n<p>Employers are liable for damages and cannot retaliate against employees who file a complaint<\/p>\n<p>Employees can discuss wages in the workplace<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Michigan<\/td>\n<td>\n<p>\n<b>Unfair Discrimination, Restraint of Trade and Trusts Law<\/b><br \/>\n\t\t\t\t\tMich. Comp. Laws Ann. \u00a7 750.556\n\t\t\t\t<\/p>\n<p>\n<b>Workforce Opportunity Wage Act<\/b><br \/>\n\t\t\t\t\tMich. Comp. Laws Ann. \u00a7 408.423\n\t\t\t\t<\/p>\n<\/td>\n<td>\n<p>Private companies and Public employers<\/p>\n<p>Private companies with over two employees<\/p>\n<\/td>\n<td>Sex, gender<\/td>\n<td>\n<p>Cannot pay different genders less or employ them at a lower pay rate for equal work<\/p>\n<p>Employers are liable for damages (Those who don\u2019t follow this protection can be found guilty of a misdemeanor)<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Minnesota<\/td>\n<td>Minn. Stat. Ann. \u00a7 181.66, et. seq.<\/td>\n<td>Private companies<\/td>\n<td>Sex, gender<\/td>\n<td>\n<p>Cannot pay different genders less or employ them at a lower pay rate for equal work<\/p>\n<p>Employers are liable for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Mississippi<\/td>\n<td>No law<\/td>\n<td>N\/A<\/td>\n<td>N\/A<\/td>\n<td>N\/A<\/td>\n<\/tr>\n<tr>\n<td>Missouri<\/td>\n<td>\n<p>Mo. Ann. Stat. \u00a7 290.410, et. seq.<\/p>\n<p>Resolution 180519<\/p>\n<\/td>\n<td>\n<p>Private companies and Public employers<\/p>\n<p>Public employers<\/p>\n<\/td>\n<td>Women<\/td>\n<td>\n<p>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/p>\n<p>Employers are liable for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Montana<\/td>\n<td>Mont. Code Ann. 39-3-104<\/td>\n<td>Private companies and Public employers<\/td>\n<td>Women<\/td>\n<td>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/td>\n<\/tr>\n<tr>\n<td>Nebraska<\/td>\n<td>Neb. Rev. Stat. Ann. \u00a7 48-1221, et. seq.<\/td>\n<td>Private companies with 15+ employees and Public Employers<\/td>\n<td>Sex<\/td>\n<td>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/td>\n<\/tr>\n<tr>\n<td>Nevada<\/td>\n<td>\n<p><b>SB293<\/b><\/p>\n<p>Nev. Rev. Stat. \u00a7 608.017<\/p>\n<\/td>\n<td>Private companies and Public employers<\/td>\n<td>Sex, gender<\/td>\n<td>\n<p>Cannot pay different genders less or employ them at a lower pay rate for equal work<\/p>\n<p>Employers must provide salary ranges after an interview<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>New Hampshire<\/td>\n<td>N.H. Rev. Stat. Ann. \u00a7 275:37-41<\/td>\n<td>Private companies and Public employers<\/td>\n<td>Sex, gender<\/td>\n<td>\n<p>Cannot pay different genders less or employ them at a lower pay rate for equal work<\/p>\n<p>Employers are liable for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>New Jersey<\/td>\n<td>\n<p><b>Executive Order 1, 2018<\/b><\/p>\n<p>N.J. Stat. Ann. \u00a7 34:11-56.1, et. seq.<\/p>\n<\/td>\n<td>\n<p><b>Private companies and Public employers<\/b><\/p>\n<p>Public employers<\/p>\n<\/td>\n<td>\n\t\t\t\tRace, creed,<br \/>\n\t\t\t\tcolor, national<br \/>\n\t\t\t\torigin,<br \/>\n\t\t\t\tnationality,<br \/>\n\t\t\t\tancestry, age,<br \/>\n\t\t\t\tmarital status,<br \/>\n\t\t\t\tcivil union<br \/>\n\t\t\t\tstatus, domestic<br \/>\n\t\t\t\tpartnership<br \/>\n\t\t\t\tstatus,<br \/>\n\t\t\t\tsexual<br \/>\n\t\t\t\torientation,<br \/>\n\t\t\t\tgenetic<br \/>\n\t\t\t\tinformation,<br \/>\n\t\t\t\tpregnancy,<br \/>\n\t\t\t\tsex, gender, and<br \/>\n\t\t\t\tdisability\n\t\t\t<\/td>\n<td>\n<p>Cannot pay protected classes less or employ them at a lower pay rate for equal work<\/p>\n<p>Employers are liable for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>New Mexico<\/td>\n<td>N.M. Stat. Ann. \u00a7 28-23-1, et. seq.<\/td>\n<td>Private companies with over four employees<\/td>\n<td>Sex<\/td>\n<td>\n<p>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/p>\n<p>Prohibits retaliation and provides employer liability for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>New York<\/td>\n<td>\n<p><b>Executive Order 161<\/b><\/p>\n<p>N.Y. Labor Law \u00a7194, 198<\/p>\n<p>Local Law 2017\/067<\/p>\n<p>Local Law No. P for 2016<\/p>\n<p>Local Law No. 25 -2018<\/p>\n<p>Local Law No. 10624-2018<\/p>\n<\/td>\n<td>\n<p><b>Private companies<\/b><\/p>\n<p>Public employers<\/p>\n<\/td>\n<td>\n\t\t\t\tAge, race, creed,<br \/>\n\t\t\t\tcolor, national<br \/>\n\t\t\t\torigin, sexual<br \/>\n\t\t\t\torientation,<br \/>\n\t\t\t\tgender,<br \/>\n\t\t\t\tmilitary status,<br \/>\n\t\t\t\tsex, disability,<br \/>\n\t\t\t\tgenetic factors,<br \/>\n\t\t\t\tfamilial status,<br \/>\n\t\t\t\tmarital status,<br \/>\n\t\t\t\tand domestic<br \/>\n\t\t\t\tviolence victim<br \/>\n\t\t\t\tstatus\n\t\t\t<\/td>\n<td>\n<p>Cannot pay protected classes less or employ them at a lower pay rate for equal work<\/p>\n<p>Employers cannot screen candidates based on salary history<\/p>\n<p>Employers are liable for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>North Carolina<\/td>\n<td>\n<p><b>No equal pay law<\/b><\/p>\n<p>\n<b>Employment discrimination law<\/b><br \/>\n\t\t\t\t\tN.C. Gen. Stat. \u00a7 143-422.1\n\t\t\t\t<\/p>\n<p>Executive Order No. 93<\/p>\n<\/td>\n<td>\n<p><b>Private companies<\/b><\/p>\n<p>Public Employers<\/p>\n<\/td>\n<td>N\/A<\/td>\n<td>State agencies cannot use an applicant\u2019s salary history to determine pay<\/td>\n<\/tr>\n<tr>\n<td>North Dakota<\/td>\n<td>N.D. Century Code, 34-06.1-01, et. seq.<\/td>\n<td>Private companies and Public employers<\/td>\n<td>Gender<\/td>\n<td>\n<p>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/p>\n<p>Prohibits retaliation and provides employer liability for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Ohio<\/td>\n<td>Ohio Rev. Code \u00a7 4111.17<\/td>\n<td>Private companies with 15+ employees and public employers<\/td>\n<td>\n\t\t\t\tRace, color,<br \/>\n\t\t\t\treligion, sex, age,<br \/>\n\t\t\t\tnational origin,<br \/>\n\t\t\t\tor ancestry\n\t\t\t<\/td>\n<td>\n<p>Cannot pay protected classes less a lower wage or employ them at a lower pay rate for equal work<\/p>\n<p>Employers are liable for damages<\/p>\n<p>Cincinnati employers must provide pay scales upon request<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Oklahoma<\/td>\n<td>40 Okla. Stat. Ann. \u00a7 198.1, et. seq.<\/td>\n<td>Private companies<\/td>\n<td>Women<\/td>\n<td>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/td>\n<\/tr>\n<tr>\n<td>Oregon<\/td>\n<td>\n<p>Or. Rev. Stat. \u00a7 652.220, et. seq.<\/p>\n<p>Or. Rev. Stat. \u00a7 652.220, et. seq<\/p>\n<\/td>\n<td>Private companies and Public employers<\/td>\n<td>\n\t\t\t\tGender, race,<br \/>\n\t\t\t\tcolor, religion,<br \/>\n\t\t\t\tsex, sexual<br \/>\n\t\t\t\torientation,<br \/>\n\t\t\t\tnational origin,<br \/>\n\t\t\t\tmarital status,<br \/>\n\t\t\t\tveteran status,<br \/>\n\t\t\t\tdisability or age\n\t\t\t<\/td>\n<td>\n<p>Cannot pay protected classes less a lower wage or employ them at a lower pay rate for equal work<\/p>\n<p>Employers cannot use an applicant\u2019s salary history to determine pay<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Pennsylvania<\/td>\n<td>\n<p>\n<b>Equal Pay Law<\/b><br \/>\n\t\t\t\t\tPa. Stat. Ann. tit. 43 \u00a7 336.1, et. seq.\n\t\t\t\t<\/p>\n<p>\n<b>Executive Order: 2018-18-03<\/b><br \/>\n\t\t\t\t\tPittsburgh Code of Ordinances\n\t\t\t\t<\/p>\n<p>\n<b>Philadelphia Wage Equity Ordinance<\/b><br \/>\n\t\t\t\t\tThe Philadelphia Code \u00a7 9-1131\n\t\t\t\t<\/p>\n<\/td>\n<td>Private companies and Public employers<\/td>\n<td>Sex, gender<\/td>\n<td>\n<p>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/p>\n<p>Employers are liable for damages<\/p>\n<p>All job postings must disclose pay scale<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Rhode Island<\/td>\n<td><b>Pay Equity Act H 5261A, S 0270A<\/b> (Effective in Jan. 2023)<\/td>\n<td>Private companies and public employers<\/td>\n<td>Sex, gender<\/td>\n<td>\n<p>Cannot pay protected classes less a lower wage or employ them at a lower pay rate for equal work<\/p>\n<p>Employers must provide a wage range upon request and post notices about the Pay Equity Act in the workplace<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>South Carolina<\/td>\n<td>\n<p>\n<b>Human Affairs Law<\/b><br \/>\n\t\t\t\t\tSC Code Sec. 1-13-80\n\t\t\t\t<\/p>\n<\/td>\n<td>Private companies and public employers with over 15 employees<\/td>\n<td>Women<\/td>\n<td>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/td>\n<\/tr>\n<tr>\n<td>South Dakota<\/td>\n<td>\n<p>\n<b>Equal Pay Law<\/b><br \/>\n\t\t\t\t\tSD Cod. Laws Sec. 60-12-15 et seq\n\t\t\t\t<\/p>\n<\/td>\n<td>All employers<\/td>\n<td>Sex<\/td>\n<td>\n<p>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/p>\n<p>Prohibits retaliation and provides employer liability for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Tennessee<\/td>\n<td>\n<p>\n<b>Tennessee Human Rights Act<\/b><br \/>\n\t\t\t\t\tTN Code Sec. 4-21-101 et seq.\n\t\t\t\t<\/p>\n<p>\n<b>Equal Pay Act<\/b><br \/>\n\t\t\t\t\tTN Code Sec. 50-2-202\n\t\t\t\t<\/p>\n<\/td>\n<td>Public and private employers with over eight employees<\/td>\n<td>Sex<\/td>\n<td>\n<p>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/p>\n<p>Prohibits retaliation and provides employer liability for damages<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Texas<\/td>\n<td>\n<p>\n<b>Texas Equal Pay Act<\/b><br \/>\n\t\t\t\t\tTX Govt. Code Sec. 659.001\n\t\t\t\t<\/p>\n<p>\n<b>Texas Human Rights Commission Act<\/b><br \/>\n\t\t\t\t\tTX Labor Code Sec. 21.051 et seq.\n\t\t\t\t<\/p>\n<\/td>\n<td>\n<p>Public employees<\/p>\n<p>Employers with over 15 employees<\/p>\n<\/td>\n<td>Sex, race, color, disability, religion, national origin, or age<\/td>\n<td>No distinctions in compensation, terms, conditions, or privileges may be made based on someone\u2019s protected class<\/td>\n<\/tr>\n<tr>\n<td>Utah<\/td>\n<td>\n<p><b>No equal pay law<\/b><\/p>\n<p>\n<b>Utah Antidiscrimination Act<\/b><br \/>\n\t\t\t\t\tUT Code Sec. 34A-5-106\n\t\t\t\t<\/p>\n<\/td>\n<td>Employers with over 15 employees<\/td>\n<td>Sex, race, color, pregnancy and childbirth, age, religion, national origin, disability, sexual orientation, or gender identity<\/td>\n<td>Cannot pay protected classes less a lower wage or employ them at a lower pay rate for equal work<\/td>\n<\/tr>\n<tr>\n<td>Vermont<\/td>\n<td>\n<p>\n<b>Vermont Fair Employment Practices Act<\/b><br \/>\n\t\t\t\t\tVT Stat. Tit. 21 Sec. 495et seq.\n\t\t\t\t<\/p>\n<p>VT Stat. Tit. 21 Sec. 495(7)(B)<\/p>\n<\/td>\n<td>Public and private employers<\/td>\n<td>Sex<\/td>\n<td>\n<p>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/p>\n<p>Employees can discuss wages in the workplace<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>Virginia<\/td>\n<td>\n<p>\n<b>Virginia Equal Pay Act<\/b><br \/>\n\t\t\t\t\tVA Stat. Sec. 40.1-28.6 et seq.\n\t\t\t\t<\/p>\n<\/td>\n<td>Public and private employers<\/td>\n<td>Sex<\/td>\n<td>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/td>\n<\/tr>\n<tr>\n<td>Washington<\/td>\n<td>\n<p>\n<b>Equal Pay and Opportunities Act<\/b><br \/>\n\t\t\t\t\tRCW 49.58\n\t\t\t\t<\/p>\n<\/td>\n<td>Public and private employers<\/td>\n<td>Gender<\/td>\n<td>\n<p>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/p>\n<p>Employees can discuss wages in the workplace and retaliation from employers is prohibited<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>West Virginia<\/td>\n<td>\n<p>\n<b>West Virginia Equal Pay Act<\/b><br \/>\n\t\t\t\t\tWV Code Sec. 21-5B-1 et seq.\n\t\t\t\t<\/p>\n<\/td>\n<td>Private employers<\/td>\n<td>Sex<\/td>\n<td>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/td>\n<\/tr>\n<tr>\n<td>Wisconsin<\/td>\n<td>\n<p><b>No equal pay law<\/b><\/p>\n<p>\n<b>Wisconsin Fair Employment Act<\/b><br \/>\n\t\t\t\t\tWI Stat. Sec. 111.31 et seq.\n\t\t\t\t<\/p>\n<\/td>\n<td>N\/A<\/td>\n<td>N\/A<\/td>\n<td>Gender-based pay differentials are allowed in circumstances where gender is a bona fide occupational qualification (BFOQ)<\/td>\n<\/tr>\n<tr>\n<td>Wyoming<\/td>\n<td>\n<p>\n<b>Wyoming Equal Pay Law<\/b><br \/>\n\t\t\t\t\tWY Stat. Sec. 27-4-301 et seq.\n\t\t\t\t<\/p>\n<\/td>\n<td>Employers with over two employees<\/td>\n<td>Sex<\/td>\n<td>Cannot pay women less than men or employ women at a lower pay rate for equal work<\/td>\n<\/tr>\n<\/table>\n<\/div>\n<h2 class=\"fancy\" class=\"fancy\" id=\"states-with-employer-liability-laws\">States With Employer Liability Laws<\/h2>\n<p>There are currently 30 states with laws that specifically state that employers are liable for pay <a href=\"https:\/\/www.zippia.com\/advice\/shareholder-equity\/\">equity<\/a> damages. In these states, it\u2019s especially easy for employees to file complaints and lawsuits if they feel as though they\u2019ve been discriminated against in the workplace.<\/p>\n<p>These states include: Arizona, Arkansas, California, Colorado, Connecticut, Delaware, Florida, Georgia, Hawaii, Idaho, Illinois, Indiana, Iowa, Kansas, Kentucky, Louisiana, Maryland, Massachusetts, Michigan, Minnesota, Missouri, New Hampshire, New Jersey, New Mexico, New York, North Dakota, Ohio, Pennsylvania, South Dakota, and Tennessee.<\/p>\n<p>Of course, it is worth noting that there are federal protections in place, such as The Equal Pay Act of 1963 (EPA), which also hold employers liable for pay <a href=\"https:\/\/www.zippia.com\/advice\/employment-discrimination-statistics\/\">discrimination<\/a> in the workplace, so you should be able to successfully sue for damages in any state. This list of states just makes it easier on the state level.<\/p>\n<div ckmz=\"zippia\">\n<div class=\"row\" onclick=\"location.href='\/employer\/?src=inlinePostAJob-13146';\" style=\"font-size: 14px;color: #333; background: #fff; width: 100%; border: 1px solid #d8dee2; border-radius: 0 0 5px 5px; padding: 20px; justify-content: space-between;box-shadow: 0 18px 20px -20px rgb(0 0 0 \/ 15%); margin:0px; cursor:pointer;\">\n<div class=\"col-sm-8 col-xs-12\" style=\"-webkit-text-size-adjust: 100%; -webkit-tap-highlight-color: rgba(0,0,0,0); --vh: 12.87px;font-size: 14px;line-height: 1.42857143; color: #333; font-family: Open Sans,serif;font-style: normal; box-sizing: border-box;\">\n<div style=\"display: inline-block;margin-top: 10px;font-weight: 600;font-size: 20px;\">Get Started Hiring Now<\/div>\n<\/div>\n<div class=\"col-sm-4 col-xs-12\" style=\"font-weight: 600;font-size: 16px;line-height: 24px; text-align: center; text-transform: capitalize; color: #fff; background: #ff6000; border-radius: 4px; height: 48px; border: none; font-family: Open Sans,serif; display: -webkit-flex; display: flex; -webkit-justify-content: center; justify-content: center; -webkit-align-items: center; align-items: center;\">\n<a href=\"\/employer\/?src=inlinePostAJob-13146\" style=\"color: white!important;\">Post A Job<\/a>\n<\/div>\n<\/div>\n<\/div>\n<h2 class=\"fancy\" class=\"fancy\" id=\"pay-equity-laws-by-state-faq\">Pay Equity Laws By State FAQ<\/h2>\n<ol class=\"ordered-list-large\">\n<li class=\"ordered-list-large-item\">\n<p><b>Which states don&#8217;t have equal pay laws?<\/b><\/p>\n<p><b>There are five states with no equal pay laws and eight states with provisions in their employment discrimination laws.<\/b> The states without equal pay laws include:<\/p>\n<ul class=\"large-bullets\">\n<li>\n<p>Alabama<\/p>\n<\/li>\n<li>\n<p>Mississippi<\/p>\n<\/li>\n<li>\n<p>North Carolina<\/p>\n<\/li>\n<li>\n<p>Utah<\/p>\n<\/li>\n<li>\n<p>Wisconsin<\/p>\n<\/li>\n<\/ul>\n<p>All of these five states, with the exception of Mississippi, do have protections in place for equal pay. However, these protections aren\u2019t specific laws. Likewise, these are the eight states with provisions in place instead of laws:<\/p>\n<ul class=\"large-bullets\">\n<li>\n<p>Louisiana<\/p>\n<\/li>\n<li>\n<p>North Carolina<\/p>\n<\/li>\n<li>\n<p>South Carolina<\/p>\n<\/li>\n<li>\n<p>Texas<\/p>\n<\/li>\n<li>\n<p>Utah<\/p>\n<\/li>\n<li>\n<p>Wisconsin<\/p>\n<\/li>\n<\/ul>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Which states require employers to provide salary ranges?<\/b><\/p>\n<p><b>There are 11 states that require employers to provide salary ranges.<\/b> These states include:<\/p>\n<ul class=\"large-bullets\">\n<li>\n<p>California<\/p>\n<\/li>\n<li>\n<p>Colorado<\/p>\n<\/li>\n<li>\n<p>Connecticut<\/p>\n<\/li>\n<li>\n<p>Maryland<\/p>\n<\/li>\n<li>\n<p>Nevada<\/p>\n<\/li>\n<li>\n<p>New Jersey (Jersey City)<\/p>\n<\/li>\n<li>\n<p>New York (NYC &amp; Ithaca)<\/p>\n<\/li>\n<li>\n<p>Ohio (Toledo &amp; Cinncinati)<\/p>\n<\/li>\n<li>\n<p>Pennsylvania<\/p>\n<\/li>\n<li>\n<p>Rhode Island<\/p>\n<\/li>\n<li>\n<p>Washington<\/p>\n<\/li>\n<\/ul>\n<p>Of those listed, most of the <a href=\"https:\/\/www.zippia.com\/advice\/salary-range\/\">salary range<\/a> laws have already been put into effect. However, Rhode Island\u2019s and Washington\u2019s most recent laws were passed in 2021 and will take effect in 2023.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Can two employees doing the same job be paid differently?<\/b><\/p>\n<p><b>No, two employees cannot do the same job and be paid differently, even under federal law.<\/b> While many of the states in this article have chosen to implement their own pay equity laws, pay equity is still required nationwide on a federal level.<\/p>\n<p>The Equal Pay Act of 1963 (EPA), which amended the Fair Labor Standards Act, protects against wage discrimination on the basis of sex.<\/p>\n<\/li>\n<\/ol>\n<h2 class=\"fancy\" class=\"fancy\" id=\"conclusion\">Conclusion<\/h2>\n<p>The US has attempted to crack down on pay inequity, especially between men and women, since the 1930s. Today, 42 states have implemented their own pay equity laws to reduce pay discrimination in the workplace.<\/p>\n<p>In total, 30 states have laws that provide employer liability for damages, 11 states require employers to provide salary ranges, 14 states have laws that prohibit employers from requesting <a href=\"https:\/\/www.zippia.com\/advice\/salary-history\/\">salary history<\/a>, and 20 states offer protections for workers to discuss pay.<\/p>\n<p>This exemplifies immense progress since the 1960s, but we still have a long way to go. Women are still paid 82 cents for every $1 a man makes on average, meaning that we\u2019re still working toward overall pay equity.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Research Summary: As of 2022, the average woman still makes 82 cents for every $1 a man does in the US. In light of this continuing issue and many others, several states have enacted pay equity laws to prevent discrimination in the workplace. Today, 42 US states have opted to implement pay equity laws that [&hellip;]<\/p>\n","protected":false},"author":288,"featured_media":13147,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[101,127],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.9 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Pay Equity Laws By State [2022] - Zippia For Employers<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.zippia.com\/employer\/pay-equity-laws-by-state\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Pay Equity Laws By State [2022] - Zippia For Employers\" \/>\n<meta property=\"og:description\" content=\"Research Summary: As of 2022, the average woman still makes 82 cents for every $1 a man does in the US. 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Today, 42 US states have opted to implement pay equity laws that [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.zippia.com\/employer\/pay-equity-laws-by-state\/\" \/>\n<meta property=\"og:site_name\" content=\"Zippia For Employers\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/Zippia\/\" \/>\n<meta property=\"article:published_time\" content=\"2022-11-29T18:22:54+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2023-05-11T22:09:10+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.zippia.com\/employer\/wp-content\/uploads\/2022\/11\/pay-equity-laws-by-state.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"630\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Jack Flynn\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@ZippiaInc\" \/>\n<meta name=\"twitter:site\" content=\"@ZippiaInc\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Jack Flynn\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"14 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.zippia.com\/employer\/pay-equity-laws-by-state\/\",\"url\":\"https:\/\/www.zippia.com\/employer\/pay-equity-laws-by-state\/\",\"name\":\"Pay Equity Laws By State [2022] - Zippia For Employers\",\"isPartOf\":{\"@id\":\"https:\/\/www.zippia.com\/employer\/#website\"},\"datePublished\":\"2022-11-29T18:22:54+00:00\",\"dateModified\":\"2023-05-11T22:09:10+00:00\",\"author\":{\"@id\":\"https:\/\/www.zippia.com\/employer\/#\/schema\/person\/d64bcdc453c810aa7a16f4d313e7af89\"},\"breadcrumb\":{\"@id\":\"https:\/\/www.zippia.com\/employer\/pay-equity-laws-by-state\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/www.zippia.com\/employer\/pay-equity-laws-by-state\/\"]}]},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/www.zippia.com\/employer\/pay-equity-laws-by-state\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/www.zippia.com\/employer\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Pay Equity Laws By State [2022]\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/www.zippia.com\/employer\/#website\",\"url\":\"https:\/\/www.zippia.com\/employer\/\",\"name\":\"Zippia For Employers\",\"description\":\"How to find the best employees.\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/www.zippia.com\/employer\/?s={search_term_string}\"},\"query-input\":\"required name=search_term_string\"}],\"inLanguage\":\"en-US\"},{\"@type\":\"Person\",\"@id\":\"https:\/\/www.zippia.com\/employer\/#\/schema\/person\/d64bcdc453c810aa7a16f4d313e7af89\",\"name\":\"Jack Flynn\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/www.zippia.com\/employer\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/487e20da921716b874c5d1b10acc2ca7?s=96&d=mm&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/487e20da921716b874c5d1b10acc2ca7?s=96&d=mm&r=g\",\"caption\":\"Jack Flynn\"},\"description\":\"Jack Flynn is a writer for Zippia. In his professional career he\u2019s written over 100 research papers, articles and blog posts. Some of his most popular published works include his writing about economic terms and research into job classifications. Jack received his BS from Hampshire College.\",\"sameAs\":[\"https:\/\/www.linkedin.com\/in\/jack-flynn-374b53164\/\"],\"url\":\"https:\/\/www.zippia.com\/employer\/author\/jflynn\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Pay Equity Laws By State [2022] - Zippia For Employers","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.zippia.com\/employer\/pay-equity-laws-by-state\/","og_locale":"en_US","og_type":"article","og_title":"Pay Equity Laws By State [2022] - Zippia For Employers","og_description":"Research Summary: As of 2022, the average woman still makes 82 cents for every $1 a man does in the US. In light of this continuing issue and many others, several states have enacted pay equity laws to prevent discrimination in the workplace. 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