CT HB05210

Prohibits employers from discriminating in compensation based on sex, with pay differentials between genders for equal work deemed discrimination unless justified by seniority systems, merit systems, production-based systems, or bona fide factors unrelated to sex.

Requires employers to demonstrate that bona fide factor defenses for pay differences are job-related, consistent with business necessity, and not derived from sex-based differentials.

Allows employees to challenge bona fide factor defenses if alternative employment practices exist that would serve the same business purpose without producing pay differentials.

Prohibits employers from inquiring about prospective employees' wage and salary history before making a negotiated job offer unless the employee voluntarily discloses this information.

Provides an affirmative defense for employers who completed a good faith self-evaluation of pay practices within three years prior to an action and can demonstrate reasonable progress eliminating gender-based wage differentials, while prohibiting use of prior wage history as a defense.