Attorneys urge employers to be proactive on pay bands, promotion ladders and performance criteria
Key points
- The California Fair Pay Act was passed in 2015 and took effect Jan. 1, 2016.
- The Act extends the prohibition to gender-based pay differences for "substantially similar" work.
- Attorneys advise employers to be proactive on pay bands, promotion ladders and performance parameters.
At the American Bar Association's 2026 Labor & Employment Law Conference, attorneys discussed pay transparency and equity laws and how HR can go further. They recalled the California Fair Pay Act, passed in 2015 and effective Jan. 1, 2016, which extended the prohibition to gender-based pay differences between "substantially similar" work. Attorneys advise employers to be proactive on pay bands, promotion ladders and performance parameters. For reference only, not legal advice.
What employers should do
- Review pay bands, promotion ladders and performance parameters proactively, and check for gender-based pay differences in substantially similar work.
Original report: HR Dive ↗Edited with AI assistance. Facts are based on official sources and original reports. For information only; not legal, immigration or insurance advice.