MS HB1224

Prohibits employers from paying employees at lower wage rates based on sex for equal work requiring equal skill, effort, and responsibility performed under similar working conditions.

Allows wage differentials based on seniority systems, merit systems, production quality/quantity, or other bona fide non-sex factors that are job-related and necessary for business.

Establishes a rebuttable presumption of compliance for employers who complete a comprehensive self-evaluation within two years, including job evaluation plans and remediation of identified pay gaps.

Prohibits employers from restricting employee discussions about wages, requiring wage disclosure waivers, or retaliating against employees who discuss pay or participate in investigations under this act.

Permits civil actions for wage discrimination with remedies including unpaid wages, liquidated damages, compensatory damages, punitive damages for malice or reckless indifference, and attorney's fees, with a two-year statute of limitations.