AAUW Policy Guide to Equal Pay in the States
The gender pay gap exists in almost every congressional district according to the most recent statistics from the U.S. Census Bureau. Passing a federal law, like the Paycheck Fairness Act or the Fair Pay Act, would help protect everyone in all states. But until that happens, each state will continue operating under antiquated regulations and piecemeal state and local laws to combat unequal pay.
How do your state and district’s equal pay protections stack up? Below you’ll find an analysis of the protections in each state. Some states have more laws, some less, and two states — Alabama and Mississippi — have no equal pay laws at all. But regardless of a state’s legal framework, it is a daunting task for women to secure their basic legal right to fair pay. No matter where your state falls along the spectrum of equal pay laws, the bottom line is this: All 50 states can make improvements so that fair pay is an accessible reality for everyone.
Download the facts for your state by clicking on your state’s name in the left-hand column of the chart below (or here for Puerto Rico). In addition to information about your state’s existing laws, these resources provide your state pay gap number, congressional district pay gap numbers, rankings of the state’s congressional districts from narrowest to widest gap, and a road map to pay equity that includes needed state and federal actions. Then bring the facts to your community and elected representatives to push for stronger equal pay protections.
Equal Pay Laws by State
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Includes equal pay or employment
discrimination provision |
Covers all or most employees
|
Includes protected classes in addition to sex
|
Prohibits retaliation/discrimination for
taking legal action to secure equal pay |
Prohibits retaliation/discrimination for
discussing/disclosing wages |
Prohibits using salary history in hiring
|
Makes salary range available
|
Prohibits job tracking based on sex
|
Prohibits reducing another employee’s pay
to comply with law |
Includes comparable work/substantially
similar standard |
Includes mechanism to guide and
enforce pay adjustments |
Narrows reasons employers can use to
justify pay differences |
Requires consideration of
less discriminatory practices |
Prohibits agreement to a lesser wage
as a defense |
Requires liable employer to pay
employee’s damages |
Requires liable employer to pay additional
penalties for multiple violations |
Requires liable employer to pay employee’s
costs and attorney’s fees |
Permits class action lawsuits or joined claims
|
Explicitly resets statute of limitations
if continuing violation |
Includes private right of action
|
Requires employers to keep records of wages
|
Requires employers to collect data on pay gap
|
Creates state advisory committee on pay equity
|
Sponsors state education and training
programs, such as salary negotiation |
|
Protections | Occupational Segregation |
Defenses/ Rebuttals |
Remedies | Procedures | Preventative Meatures | |||||||||||||||||||
49 | 37 | 19 | 42 | 19 | 8 | 1 | 2 | 25 | 22 | 2 | 9 | 4 | 25 | 41 | 6 | 36 | 29 | 8 | 47 | 15 | 2 | 25 | 3 | |
AL | ||||||||||||||||||||||||
AK | D | |||||||||||||||||||||||
AZ | ||||||||||||||||||||||||
AR | D | |||||||||||||||||||||||
CA | ||||||||||||||||||||||||
CO | ||||||||||||||||||||||||
CT | ||||||||||||||||||||||||
DE | Pu | |||||||||||||||||||||||
DC | Pu | |||||||||||||||||||||||
FL | F | |||||||||||||||||||||||
GA | Pr, D,S |
|||||||||||||||||||||||
HI | ||||||||||||||||||||||||
ID | ||||||||||||||||||||||||
IL | ||||||||||||||||||||||||
IN | D,F | |||||||||||||||||||||||
IA | ||||||||||||||||||||||||
KS | D,F | |||||||||||||||||||||||
KY | F | |||||||||||||||||||||||
LA | Pr | |||||||||||||||||||||||
ME | ||||||||||||||||||||||||
MD | ||||||||||||||||||||||||
MA | D | |||||||||||||||||||||||
MI | ||||||||||||||||||||||||
MN | ||||||||||||||||||||||||
MS | ||||||||||||||||||||||||
MO | ||||||||||||||||||||||||
MT | ||||||||||||||||||||||||
NE | ||||||||||||||||||||||||
NV | ||||||||||||||||||||||||
NH | D | |||||||||||||||||||||||
NJ | D | |||||||||||||||||||||||
NM | ||||||||||||||||||||||||
NY | Pu | |||||||||||||||||||||||
NC | Pr,S | |||||||||||||||||||||||
ND | ||||||||||||||||||||||||
OH | ||||||||||||||||||||||||
OK | ||||||||||||||||||||||||
OR | ||||||||||||||||||||||||
PA | F | |||||||||||||||||||||||
RI | D | |||||||||||||||||||||||
SC | S | |||||||||||||||||||||||
SD | ||||||||||||||||||||||||
TN | F | |||||||||||||||||||||||
TX | Pr,S | |||||||||||||||||||||||
UT | S | |||||||||||||||||||||||
VT | ||||||||||||||||||||||||
VA | F | |||||||||||||||||||||||
WA | ||||||||||||||||||||||||
WV | F | |||||||||||||||||||||||
WI | ||||||||||||||||||||||||
WY |
Coverage excludes: domestic or agricultural workers (D), private employers (Pr), public employers (Pu), employers with < 4 workers (S), employers covered by federal FLSA law (F)
Law enacted | State with strong equal pay protections | State with weak equal pay protections | |||||
No law enacted | State with moderate equal pay protections | State with no equal pay protections |
Take Action
- Download your state road map by clicking on your state’s abbreviated name in the chart above. (We have one for Puerto Rico, too!)
- Use your state policy guide as a springboard to write a letter to the editor or an op-ed calling for your elected officials to take action on the pay gap.
- Become an AAUW Two-Minute Activist and tell your elected officials to support the ongoing fight for fair pay.
For more information, contact AAUW State Policy Counsel Kate Nielson or Media Relations.
Related

The Simple Truth about the Gender Pay Gap
Learn about the pay gap in the United States, how it affects all women, and what you can do to close it.

The Gender Pay Gap by State: An Interactive Map
How does your state’s gender pay gap stack up? Get a personalized press release and graphic for your state.

States Notch Equal Pay Victories in 2017
Voters are fed up with the persistent gender pay gap, and many state legislators are listening.