MS SB2625

Prohibits employers from paying employees different wages based on gender for comparable work, with exceptions for seniority systems, merit systems, production-based pay, geographic location, education/training/experience, and required travel.

Allows employees to file petitions in circuit court within 3 years of alleged violations and awards remedies including back pay, attorney's fees, liquidated damages, and 100% of unpaid wages (or 300% for willful violations).

Prohibits employers from reducing wages to comply with the act and bans retaliation against employees who file complaints, testify, or discuss wages.

Prevents employers from asking prospective employees about wage history, except after a compensation offer has been made, and protects employees' right to discuss their own wages with coworkers.

Takes effect July 1, 2022.