Most federally regulated employers with 10 or more employees have another pay equity deadline approaching on June 30, 2025. By that date, they are required to file their first annual statement. In our earlier Insight, we discussed the requirements under the Federal Pay Equity Act (the “Act”) to develop and post a Pay Equity Plan by September 3, 2024.
However, the Act also imposes ongoing obligations for employers to ensure that they are working towards achieving and maintaining pay equity in the workplace, in accordance with their legal obligations. Employers should begin to compile the necessary information to ensure they meet this deadline, and may want to take the opportunity to more broadly consider whether their pay equity plans need reviewing due to changes in the workplace.
The Act establishes a robust framework for federally regulated employers to provide equal pay for work of equal value, particularly addressing gender-based wage disparities. Employers must not only develop and implement Pay Equity Plans, which are highly regulated under the Act and its Regulations, but also meet ongoing compliance obligations. These include filing annual statements each year by June 30 detailing the employer’s progress, and conducting a comprehensive pay equity assessment to prepare a new Pay Equity Plan once every five (5) years.
If your company has not yet developed its first Pay Equity Plan, now is the time to do...
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