The Wyoming Fair Employment Practices Act prohibits discrimination in employment based on sex or pregnancy (WY Stat. Sec. 27-9-105 et seq.). The law applies to private employers with two or more employees and all public employers.
Bona fide occupational qualification (BFOQ) exception. Although a BFOQ exception is not spelled out in the law, the Wyoming Division of Labor Standards has taken the position that differences in treatment may be permissible where sex is a BFOQ reasonably necessary for the position in question. These situations are rare, however, and employers should use caution in relying on such a classification when making employment decisions that may have a discriminatory effect.
Employers must treat pregnancy, childbirth, or related medical conditions the same as other temporary disabilities for employee benefits purposes, including leaves of absence. Additional information is available.
Under the Wyoming Equal Pay Act, an employer is prohibited from paying employees within the same establishment at a lower wage rate than the rate paid to employees of the opposite sex for the performance of jobs requiring equal skill, effort, and responsibility that are performed under similar working conditions (WY Stat. Sec. 27-4-302). There are exceptions for payments made based on a seniority or merit system, a system that measure earnings by quantity or quality of production, or any other factor other than gender.
The Fair Employment Practices Act also prohibits compensation discrimination based on sex or pregnancy.
Employers are prohibited from discriminating between male and female employees with regard to employee benefits, including insurance and ...