MS HB1080

Prohibits employers from paying employees of different genders less than the rate paid for comparable work, with exceptions for seniority systems, merit systems, production-based pay, geographic location, education/training, and required travel.

Allows employees to file petitions in circuit court for violations within three years, with remedies including back pay, liquidated damages, attorney's fees, and 100% of unpaid wages; willful violations result in 300% of remedies.

Requires time spent on pregnancy-related leave and protected family/medical leave to count toward employee seniority and prohibits wage reduction as the sole means of compliance.

Prohibits employers from restricting employee discussion of wages, seeking prospective employees' wage history before a job offer is made, or retaliating against employees who oppose pay discrimination practices or participate in related investigations.

Takes effect July 1, 2017.