This website requires JavaScript.

Preparing for the EU Pay Transparency Directive | Download our E-book for free

Pay equity analyses and reporting

Local requirements

The PayAnalytics software makes complying with local requirements and regulations easier than ever before, allowing organizations to conduct pay equity analyses to identify any pay disparities. The software is also equipped with built-in reports and other features that help you every step of the way. PayAnalytics is a global solution covering all markets and is currently used in over 75 countries. We have compiled a list of articles that provide information on some local requirements that many of our customers need to fulfill.

USA — Pay data reporting (EEO-1)

Although no gender pay gap reporting per se is required, some demographic data reporting is required in the US. This article outlines the types of EEO-1 reports, which organizations should submit them, and how to use PayAnalytics to meet US reporting requirements.

Global insights

More updates and articles on global pay equity laws and regulations

The legal framework surrounding pay equity is constantly evolving. At PayAnalytics, we are continuously scanning new legislation and policy revisions related to pay equity across the globe. This section offers you a diverse collection of articles that go into detail on the most recent regulatory shifts and emerging trends in pay equity.

US Pay Transparency Laws by State 2023

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.

Ireland Rolls Out New Pay Equity Law

In summer 2022, Ireland implemented a far-reaching pay equity legislation, the Gender Pay Gap Information Act 2021. This legislation requires employers to begin reporting on their gender pay gaps. Companies will need to report differences in the mean and median pay between male and female employees. And if there’s a pay disparity, the company will need to provide a written explanation for it and outline any steps planned to close the gap.

California strengthens its pay equity requirements

California, the first U.S. state to pass a law on pay data reporting, is considering proposed legislation taking the requirements of the original bill even further. Senate Bill 973 on pay equity was passed in September 2020 and requires large employers to provide data on employees by race, ethnicity, and sex in the ten job categories and pay ranges used by the U.S. Bureau of Labor Statistics. The first data reports were submitted to the Department of Fair Employment and Housing (DFEH) in March 2021.

Maryland Pay Transparency Law

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.

Pay Transparency Requirements Take Effect in New York City

Companies hiring in New York City have been changing the way they advertise job openings in response to the new pay transparency law. The New York City pay transparency law's effective date was November 1, 2022, and since then, companies with four or more employees must post the pay range for every job posting. The law covers all NYC-based companies. It also covers companies beyond city limits posting remote jobs that may be filled by NYC-based workers.