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In Maryland, the Equal Pay for Equal Work Act not only prohibits gender-based pay discrimination but also has several transparency requirements. These include providing the pay range to applicants on request and a prohibition against asking for salary history. The law also protects employees’ rights to discuss their pay.

PayAnalytics includes a pay gap correction feature to help clients comply with the EU pay transparency directive. This feature, introduced in early 2023, lets users target raises to specific groups of employees in order to plan corrective action.

In 2021, the US state of Connecticut passed a new pay transparency law with four major parts: equal pay for comparable work, wage range disclosure in job postings, ban on seeking/using an employee’s wage history, and freedom to discuss pay.

Pay equity is important in companies of all sizes. Yet organizations with small populations face unique challenges when conducting a pay equity analysis. This article reviews some of these concerns and ways to address them.

The US state of Colorado is progressive in its pay transparency legislation. Since 2021, its legislation has mandated equal pay, required pay transparency in job postings and hiring/promotion processes, and protected employees’ right to discuss their pay.

While there is no comprehensive federal pay transparency law in the United States, pay transparency laws at the state and city level are becoming increasingly prevalent. These regulations require employers to be more transparent with salary ranges and benefits, and they aim to help promote fairness and equity in the workplace.

Over the last several years, Portugal has strengthened its pay equity laws. They emphasize transparency, and employers with gender pay gaps may be asked to create a pay equity evaluation plan. This short article provides information to help employers in Portugal be prepared and proactive.

Japan has the largest gender pay gap of any G7 nation. To promote workplace equality, keep women in the labor force after childbirth, and increase advancement opportunities, the country recently made changes to its pay gap reporting requirements.

How can your organization address pay equity issues while also coping with economic and workforce challenges? On March 14, join PayAnalytics founder Margrét Bjarnadóttir and several other pay equity solution providers for a panel discussion on this topic. This live virtual event is hosted by WorldatWork and free to attend.

PayAnalytics’ Head of Consulting, Víðir Ragnarsson, will lead a special webinar on February 16, 2023. Hosted by Willis Towers Watson (WTW) Italy, the webinar will include a presentation and software demo and will be translated live into Italian.

PayAnalytics’ new Workplace Equity feature helps organizations move beyond equity in pay alone. This feature helps companies analyze diversity and representation among current employees, new hires, and employees who exit the organization, and it looks for demographic differences in who receives raises and promotions.

In 2023, Washington State will be expanding its pay transparency requirements. The state already required employers to disclose a job’s minimum pay when making an applicant a job offer. But under the new law, companies will have to disclose pay ranges in the job posting itself.