New Law to Help Close the Gender and Racial Pay Gap in Minnesota
On January 1, 2024, a new law aimed at bringing Minnesota one step closer to narrowing the gender and racial pay gap takes effect.
The law encourages employers to rely on a job applicant?s skills and qualifications to set pay. It prohibits employers from asking about or considering an applicant?s past or current pay during the hiring process.
 Why It's Important
Women, people of color, and Indigenous people are persistently paid less than white men. Using pay history to determine future pay can contribute to and reinforce Minnesota?s pay disparities.?
 Fast Facts?
- The law does not prohibit a job applicant from voluntarily disclosing their pay history to negotiate higher pay.
- The law applies to all public, private, and nonprofit employers.
- The law applies to all job applicants, including current employees seeking an internal promotion or transfer and full and part-time employees
How Employers Can Prepare
- Review employment applications and interview questions to make sure they do not ask for past or current pay.?
- Plan for what information will be used to determine an applicant's pay.?
- Train those involved in hiring on the new law.
What Job Applicants Need to Know
Anyone who believes they were asked about their past or current pay during the hiring process should contact the Minnesota Department of Human Rights by completing this form.
Scenarios Answer Common Questions
On the pay?history webpage, navigate?through eight scenarios where you?ll encounter hypothetical stories, questions, and answers.
Spread the Word
Check out the outreach toolkit with materials in multiple languages to help share information about this new law.?
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