Colorado’s pay transparency law underwent amendments effective Jan. 1, 2024, expanding employer obligations and extending the period for which employees may claim back pay for wage disparity violations.
Enhanced job posting requirements now mandate employers to share information about new job opportunities with their current employees. Beyond the existing requirement to disclose compensation details in job advertisements, employers must now make reasonable efforts to announce, post, or inform employees about any job openings, including salary and benefits details. Moreover, employers must notify employees who will regularly work with new hires about selection decisions within 30 days of filling a position, including the candidate’s name and previous title, if internal.
Exceptions to the rule apply to employers without a physical presence in Colorado and fewer than 15 employees in the state, who only need to notify their workforce of remote job opportunities. Certain opportunities, such as career development or progression, are exempt from notification requirements.
Similar transparency provisions in Illinois and New Jersey emphasize the importance of employers being clear about promotions to facilitate career advancement and salary potential awareness.
The amended Equal Pay for Equal Work Act extends the period for claiming back pay from three to six years. The law prohibits wage discrimination based on sex, allowing exceptions for factors like seniority, merit, location, and education.
These updates reflect a commitment to fostering transparency in job opportunities and addressing wage disparities in Colorado’s workforce.
In conclusion, Colorado’s revised pay transparency law underscores a commitment to equity and opportunity in the workplace. By expanding job posting requirements and extending the period for back pay claims, the state aims to foster transparency and address wage disparities. These amendments represent crucial steps towards promoting fairness and equality in employment.
