MS SB2351

Prohibits employers from paying employees less than opposite-sex employees for equal work requiring equal skill, effort, and responsibility under similar working conditions.

Allows wage differentials based on seniority systems, merit systems, production-based compensation, or bona fide job-related factors unrelated to sex.

Provides employers a rebuttable presumption of compliance if they complete a comprehensive self-evaluation within two years analyzing wage differentials, establish an unbiased job evaluation plan, and make reasonable progress toward eliminating sex-based pay gaps.

Makes it unlawful for employers to prohibit wage discussions, require wage secrecy agreements, or retaliate against employees for inquiring about or discussing wages.

Allows employees to pursue civil actions within two years of discriminatory pay practices, with remedies including unpaid wages, liquidated damages, compensatory and punitive damages, and attorney's fees.