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 your state pay gap number, the 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. 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). 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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Equal pay or employment discrimination law
|
All or most employees covered
|
No retaliation/discrimination for involvement
in legal proceedings |
No discrimination/retaliation for
discussing wages |
State contractors must comply with
nondiscrimination laws |
Can’t reduce another employee’s
pay to comply with law |
Pay discrimination hotline
|
No salary history required
|
Employment listings must include salary range
|
Can’t provide less favorable career
opportunities or tracking based on sex |
Clarified employer defenses for pay differences
|
Consider alternative employment
practices that avoid pay disparity |
Agreement to a lesser wage is not a defense
|
Employer liable for damages
|
Allow for a class action lawsuit
or claims to be joined |
Employer liable for costs and
reasonable attorney’s fees |
Additional penalties for multiple violations
|
Employers must keep records of wages
|
State education programs on pay disparity
|
State collects and publishes data
on pay gap from all employers |
State advisory committee on pay equity
|
Comparable worth law
|
Guidelines for designating jobs as dominated
by one sex, race, or national origin |
|
Protections | Defenses | Remedies | Preemptive Action | Comparable Worth | |||||||||||||||||||
49 | 41 | 41 | 19 | 4 | 24 | 3 | 4 | 0 | 2 | 7 | 3 | 21 | 36 | 17 | 34 | 8 | 12 | 1 | 4 | 8 | 5 | 4 | |
AK | |||||||||||||||||||||||
AL | |||||||||||||||||||||||
AR | * | ||||||||||||||||||||||
AZ | |||||||||||||||||||||||
CA | |||||||||||||||||||||||
CO | |||||||||||||||||||||||
CT | |||||||||||||||||||||||
DC | |||||||||||||||||||||||
DE | + | ||||||||||||||||||||||
FL | F | ||||||||||||||||||||||
GA | – | ||||||||||||||||||||||
HI | |||||||||||||||||||||||
IA | |||||||||||||||||||||||
ID | |||||||||||||||||||||||
IL | |||||||||||||||||||||||
IN | F | ||||||||||||||||||||||
KS | F | ||||||||||||||||||||||
KY | F | ||||||||||||||||||||||
LA | ^ | ||||||||||||||||||||||
MA | |||||||||||||||||||||||
MD | |||||||||||||||||||||||
ME | |||||||||||||||||||||||
MI | |||||||||||||||||||||||
MN | |||||||||||||||||||||||
MO | |||||||||||||||||||||||
MS | |||||||||||||||||||||||
MT | |||||||||||||||||||||||
NC | – | ||||||||||||||||||||||
ND | |||||||||||||||||||||||
NE | |||||||||||||||||||||||
NH | * | ||||||||||||||||||||||
NJ | |||||||||||||||||||||||
NM | |||||||||||||||||||||||
NV | |||||||||||||||||||||||
NY | |||||||||||||||||||||||
OH | |||||||||||||||||||||||
OK | |||||||||||||||||||||||
OR | |||||||||||||||||||||||
PA | F | ||||||||||||||||||||||
RI | * | ||||||||||||||||||||||
SC | – | ||||||||||||||||||||||
SD | |||||||||||||||||||||||
TN | F | ||||||||||||||||||||||
TX | – | ||||||||||||||||||||||
UT | – | ||||||||||||||||||||||
VA | F | ||||||||||||||||||||||
VT | |||||||||||||||||||||||
WA | |||||||||||||||||||||||
WI | |||||||||||||||||||||||
WV | F | ||||||||||||||||||||||
WY |
Law enacted | No law enacted | ||||||
State with no equal pay protections |
State with poor equal pay protections |
State with moderate equal pay protections |
State with strong equal pay protections |
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* | Doesn’t include domestic workers | – | Exceptions for small businesses | + | Only covers private employers | ||
^ | Only covers public employers | F | No coverage if federal FLSA law applies |
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!) Even members of Congress who support equal pay legislation can do more.
- Use your state road map as a springboard to write a letter to the editoror an op-ed calling for your members of Congress 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.
Here are examples of several state’s network of laws to address the gender pay gap.
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.
For more information, contact AAUW State Policy Analyst Kate Nielson or Political Media Manager Amy Becker.
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.