Idaho Equal Pay Acts laws & compensation compliance analysis

Idaho Equal Pay Acts: What you need to know

The Idaho Equal Pay Law prohibits an employer from discriminating among employees in the same establishment by paying any employee at a rate less than the rate at which it pays an employee of the opposite sex for comparable work on jobs that have comparable requirements for skill, effort, and responsibility (ID Code Sec. 44-1701 et seq.). The law also prohibits retaliating against an employee for filing a wage discrimination claim or for participating in the investigation or hearing of a claim. Wage differentials based on an established seniority or merit system are permissible. The law applies to all employers in the state.
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Enforcement. The law is enforced by the Idaho Human Rights Commission. Employees must file a complaint with the Commission within one year of the alleged violation. The Commission is authorized to investigate, mediate, attempt conciliation, and litigate on behalf of the employee. If the Commission finds no probable cause that unlawful discrimination occurred, the employee has the option of independently pursuing the charges in state court. At the written request of the employee, the Commission may bring any legal action necessary to collect a claim for unpaid wages on behalf of the employee. Remedies include unpaid wages (or double the wages for willful violations) together with legal fees and reinstatement in cases when an employee is discharged in retaliation for filing a wage discrimination complaint.
Under the Lilly Ledbetter Fair Pay Act of 2009, the federal fair employment laws (e.g., Title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act) were amended so that each paycheck that is affected by an ...

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Idaho Equal Pay Acts Resources

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