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To demonstrate commitment towards equal pay, some states are mandating organizations to report on employee pay data, much like the EEO-1 Component 2 reporting required by the EEOC in 2019. Although Component 2 reporting had been suspended, it is expected to return under the Biden administration, and in the meantime some states are making it mandatory now to fill the gaps.
When it comes to equal pay, the more you know, the more you can do to create authentic change. Even if your state does not require pay data reporting today, there is a general trend towards increased reporting requirements. Stay ahead of pay data reporting requirements at the federal, state, and city level with analytics that give you greater visibility into your employee pay data.
Our proactive equal pay risk assessment can identify evidence of pay discrimination, segregation, differences in overtime participation, and discrepancies in job category representations to make you aware of potential issues before you file.
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