SB19-085 Summary: Equal Pay for Equal Work Act

• Prohibits employers from paying employees different wage rates based on sex or sex combined with another protected status for substantially similar work, regardless of job title, based on skill, effort, and responsibility.

• Allows wage rate differentials only if based on seniority systems, merit systems, production quality/quantity, geographic location, relevant education/training/experience, or necessary travel, applied reasonably and accounting for entire differential.

• Bans employers from seeking or using prior wage history to set current wages, prohibits retaliation against employees discussing wages, and prevents required wage secrecy agreements.

• Establishes civil action rights with two-year statute of limitations, allowing recovery of back pay (up to three years), liquidated damages equal to economic damages, attorney fees, and other legal relief.

• Requires employers to post pay ranges in job listings, announce promotion opportunities to current employees before deciding, and maintain wage records for two years after employment ends; violations subject to fines of $500 to $10,000 per violation.