2026 Discrimination Examples 
Trusaic
AUGUST 15, 2024
For example, if an analysis reveals that men in a PAG are paid more than women, then “Male” is the reference class. any demographic class can be identified as having a disparity), thereby reducing the chance of missing any “reverse discrimination” risks. Moreover, in the U.S., tends to slowly follow.
HRWatchdog
OCTOBER 1, 2024
Small businesses with 25 or fewer employees would be required to start paying at least $17 per hour next year, and $18 per hour in 2026. Discrimination, Harassment and Retaliation Two signed bills prohibit certain employer actions. Discrimination or retaliation against individuals exercising their rights under the law is prohibited.
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
HRExecutive
JANUARY 8, 2025
for example, states like California, Colorado, New York and others require employers to list pay ranges in job postings. In Europe, the EU Pay Transparency Directive , adopted by the EU Council in 2023, will require member states to enact legislation to comply with the directive by 2026. In the U.S. ,
Trusaic
FEBRUARY 27, 2024
Accounting for intersectional discrimination in pay practices and considering needs of workers with disabilities. In effect, by 2026, all large employers (250+ employees) must report gender pay gaps. In cases of alleged pay discrimination, the burden of proof is on the employer. Other items include: Pay explainability.
Trusaic
JUNE 6, 2024
As a member state of the EU, the Netherlands must transpose the directive’s minimum requirements into law by June 2026. Thus, one way or another, Dutch employers will be expected to comply with equal opportunity reporting by 2026. This could, for example, become a standard question in entering into a relationship with a third party.
MP Wired For HR
FEBRUARY 27, 2025
For example, companies using AI tools have experienced a reduction in time-to-hire, improved candidate quality, and enhanced candidate engagement through personalized communication. These tools ensure a more comprehensive evaluation process, which human recruiters can use to make informed decisions.
Trusaic
APRIL 9, 2024
However, there will be some additional requirements imposed upon them as the law, which must be in effect by June 2026, progresses. Accounting for intersectional discrimination in pay practices and considering needs of workers with disabilities. In effect, by 2026, all large employers (250+ employees) must report gender pay gaps.
Expert insights. Personalized for you.
147 
Let's personalize your content