MS SB2452

Prohibits employers engaged in commerce from paying employees different wages based on sex, race, or ethnicity for equal work requiring equal skill, effort, and responsibility performed under similar working conditions.

Allows wage differentials only when justified by seniority systems, merit systems, production-based pay, or other bona fide factors unrelated to protected characteristics; prohibits using wage history alone to justify differentials.

Prohibits employers from requiring employees to keep wages confidential, relying on applicants' wage history in hiring decisions, or retaliating against employees who discuss wages or oppose unlawful practices.

Permits employers to file a motion to disallow liquidated, compensatory, and punitive damages if they completed a good faith self-evaluation of pay practices within three years before the employee filed suit and eliminated identified wage differentials.

Allows employees to bring civil actions within two years of a discriminatory practice, recovering unpaid wages, liquidated damages, compensatory or statutory damages up to $10,000, punitive damages for malice or reckless indifference, and attorney's fees.