Trends in State Pay Equity Laws

June 22, 2022

 In recent years, pay equity and salary transparency have been prominent issues for legislators and employers. Four years ago, on July 1, 2018, the updated the Massachusetts Equal Pay act took effect. The law was one of the first in the country to ban all employers from asking job applicants how much they made at their last job. Since then, many states have followed suit, passing their own pay equity laws.


 The latest trend in legislation promoting pay equity are disclosure laws that require employers to provide salary ranges for open positions. Connecticut and Rhode Island both passed pay scale disclosure laws in 2021. In Connecticut the law took effect on October 1, 2021, and the Rhode Island law will go into effect on January 1, 2023.


 While the laws may seem similar, there are differences that employers need to be aware of. For example, the laws each have their own definition of the term “wage range” and mandate different timing for when in the hiring process the pay scale disclosure is required. Due to these differences, employers with employees in both Connecticut and Rhode Island should be careful when creating a uniform policy to comply with these laws.


 With similar bills introduced in other states, including Massachusetts, all employers should pay attention to this emerging trend and take stock of their own pay practices.


If you have any questions regarding Pay Equity legislation or related issues, please do not hesitate to contact the attorneys at The Royal Law Firm, LLP.

Brandon Calton admitted to the United States District Court of Connecticut

June 10, 2025
Brandon Calton is now admitted to the United States District Court, Connecticut! The Royal Law Firm is passionate about expanding our reach so that we can better serve our clients and their needs. Brandon is admitted in Massachusetts, the United States District Court of Massachusetts, and the United States District Court of Connecticut.

Federal Court Vacates EEOC’s “Abortion Accommodation Mandate” in PWFA

By Heather Child • June 9, 2025
On May 21, 2025, the U.S. District Court for the Western District of Louisiana struck down a provision in the Equal Employment Opportunity Commission’s (EEOC) final rule under the Pregnant Workers Fairness Act (PWFA), ruling that the agency exceeded its authority by requiring employers to accommodate elective abortions that are not medically necessary. Background Information: In June 2022, the U.S. Supreme Court issued a decision in Dobbs v. Jackson Women’s Health Organization, which overturned Roe v. Wade and eliminated the constitutional right to abortion. Congress passed the Pregnant Workers Fairness Act in December 2022, and it became effective in June 2023. The law requires employers with 15 or more employees to provide reasonable accommodation to qualified applicants or employees who have physical or mental conditions related to pregnancy, childbirth, or related medical conditions, unless doing so would cause significant difficulty or expense for the employer. In April 2024, The EEOC issued its final interpretation of the PWFA including abortion in the definition of “pregnancy, childbirth, or other related medical conditions” thereby requiring employers to provide accommodations related to abortion. In May 2024, the states of Mississippi and Louisiana sued the EEOC, arguing that the interpretation conflicted with the U.S. Supreme Court’s Dobbs decision and their respective state laws on abortion. In June 2024, Judge Joseph found that the EEOC exceeded its authority and issued a preliminary injunction postponing the effective date of the interpretation to provide accommodation for elective abortions until final judgment was entered in this matter. The final judgment was entered on May 21, 2025, that remanded the matter to the EEOC to revise the final rule and all related implementing regulations and guidances. Employer Takeaways: While employers are no longer (as of now) REQUIRED to provide accommodation for elective abortions, the remainder of the PWFA remains in full effect The decision to have or not have an abortion remains protected under Title VII The PWFA does not supersede state or local laws providing greater protection for pregnant workers. It is important to stay up to date on state regulations to ensure employers are complying with state laws. While it is still unclear how this ruling will impact employers nationwide, it is still important to continue to stay up to date on ever-changing legislation.  If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.