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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.

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.

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.

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.

As pay transparency laws continue to gain traction across the US, California employers are getting ready to comply with the state’s new pay reporting and pay disclosure law. It was signed by Governor Newsom on September 27, 2022.

PayAnalytics looks back on a productive 2022. We rolled out several new features to support customers on their pay equity journeys, and we celebrated big milestones for several of our customers. In addition, our team presented at conferences and published their research to promote pay equity worldwide.

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.

Demografiska löneskillnader är ett växande problem, och behovet av lösningar för en mer rättvis lönesättning blir allt mer angeläget. Begreppet brukar gå under benämningen "lönegapet". Men vad är då för för skillnad mellan det justerade och det ojusterade lönegapet?