Pay Equity Law Affects What You Can Ask Job Applicants

Massachusetts recently signed into law An Act to Establish Pay Equity, S.2119, which takes effect on July 1, 2018. The new law prevents wage discrimination based on gender and includes several noteworthy changes related to the employment process. Perhaps the most significant is that the law prohibits employers from requiring applicants to provide their salary history before receiving a formal job offer.

The intention is to close the salary gap. Women have historically been paid less than men, and once a salary gap is established, typically early in a woman’s career, it’s difficult to close that gap. Although the law only applies to Massachusetts employers and employees, it is expected to have far-reaching implications. As with other changes related to hiring, large companies will likely amend their policies to ensure they do not inadvertently violate the law. In addition, given the national attention this law has garnered, these companies will want to be viewed as non-discriminatory—or better yet, pro-equality. Because large companies will adopt new policies and procedures, job candidates will expect small and midsize employers to follow suit.

Like other human resource trends, the changes as a result of this law, and other state and federal legislation that may follow, will eventually impact your lab or pathology practice. It is therefore prudent to familiarize yourself with what is happening in Massachusetts, and even get ahead of the curve and make necessary adjustments to your hiring processes. For more information about this law, see “New Massachusetts Law Affects Recruiting and Hiring Practices,” in the Sept. 29, 2016 issue of National Intelligence Report.