The Paycheck Fairness Act would change federal rules on sex-based pay discrimination. It would strengthen employers’ defenses and penalties under equal-pay law, protect workers who discuss wages, and allow class actions for equal-pay claims. It would also limit employers’ use of job applicants’ pay history, require certain employers to report pay and employment data, and support training, research, and public education on pay disparities.
If enacted, workers could discuss wages without retaliation under the bill’s rules, and people applying for jobs generally could not be asked for or judged by their past pay. Employees could bring equal-pay claims as class actions. Employers with at least 100 employees would generally report compensation and other employment data to the Equal Employment Opportunity Commission. The changes would take effect six months after enactment.
The bill authorizes Congress to provide whatever funding is needed to carry it out, including its grant program. It does not state a specific funding amount.
The bill’s stated purpose is to improve remedies for people facing sex-based pay discrimination. Its findings say stronger enforcement, more pay information, and better access to remedies can help workers recognize and enforce their rights.
No publicly available information.