MS SB2451

Prohibits employers, including state and local governments, from paying employees lower wage rates than employees of another sex for equal work requiring equal skill, effort, education, experience, and responsibility under similar working conditions

Permits wage differentials based on seniority systems, merit systems, quantity/quality of production measurements, or any factor other than sex

Allows employees to bring civil action against violating employers to recover unpaid wages plus interest, with a two-year statute of limitations from when the employee knew or should have known of the violation

Requires employees to plead claims with particularity, demonstrating both unequal pay for equal work and that the wage differential was not based on permissible factors

If an employee recovers under both this state act and federal law (Equal Pay Act of 1963 or Title VII) for the same conduct, the smaller of the two awards must be returned to the employer

The act contains conflicting language setting both an effective date of July 1, 2022, and a repeal date of June 30, 2022