Good practice

Loi du Colorado sur l'égalité de rémunération pour un travail identique (2021) — Transparence salariale obligatoire et parité de rémunération

United States of America · Denver · See the United States of America profile

La loi du Colorado sur l'égalité de rémunération pour un travail identique (SB19-085), en vigueur depuis le 1er janvier 2021, oblige tous les employeurs à divulguer les fourchettes salariales dans les offres d'emploi et interdit toute discrimination salariale fondée sur le sexe. En octobre 2024, l'organisme d'application de l'État avait reçu 1 747 plaintes et collecté 238 000 USD d'amendes ; des recherches indépendantes documentent une hausse de 3,6 % des salaires affichés et un rétrécissement mesurable de l'écart salarial entre les sexes. Le modèle a été adopté par plus de 15 États américains et a influencé la directive européenne sur la transparence des rémunérations (2023/970/UE).

1,747

Plaintes pour discrimination salariale déposées (to Oct 2024)

Loi du Colorado sur l'égalité de rémunération pour un travail identique (2021) — Transparence salariale obligatoire et parité de rémunération

Details

Maturity: Established
Promoter: Colorado Department of Labor and Employment
Period: 2021–present
Keywords: government, employment law, pay equity, salary transparency

Context

La loi Equal Pay for Equal Work du Colorado (SB19-085), en vigueur depuis le 1er janvier 2021, oblige les employeurs à indiquer les fourchettes de salaire dans les offres d'emploi et interdit la discrimination salariale fondée sur le sexe.

Results

En octobre 2024, l'organe d'application de l'État avait reçu 1 747 plaintes et recouvré des arriérés de salaire ; c'est l'une des premières lois américaines de transparence salariale obligatoire.

Implementation

Implementation detail (cost, timeline, staffing, conditions for success) is not yet available for this practice.

Data sources

Where this practice's information was retrieved from, and when.

C-NAPSE web research — accessed 2026-06-23
Colorado Department of Labor and Employment — accessed 2026-06-23
Colorado General Assembly – SB19-085 (full text) — accessed 2026-06-23
CDLE – Equal Pay for Equal Work Act guidance — accessed 2026-06-23
ILG Denver – Status of EPEWA enforcement (Oct 2024) — accessed 2026-06-23

Attachments

Source image

Quality score: 100/100

How is this calculated?

Evidence: Observational / pre–post

Top 1% in this catalogue (719 scored practices)

Scores cluster high, so position within the catalogue is often more telling than the number alone.

Evaluation

Evaluated by C-NAPSE

Score profile — the dimensions behind the score — how it's computed

Transferability / replicability3/3

Adopted verbatim by 15+ US states and cited as a model for the EU Pay Transparency Directive (2023/970/EU), making Colorado's salary-disclosure framework the most-replicated state-level pay-equity mechanism in the world.

Impact on gender equality1/1

Independent research documents a 3.6% increase in advertised wages for Colorado workers post-enactment and a measurable narrowing of the state's gender pay gap, with gains accruing to women without reducing men's pay.

Effectiveness1/1

The DLSS enforcement mechanism recorded 1,747 complaints and 20 citations resulting in $238,000 in fines by October 2024, demonstrating continuous compliance pressure and active deterrence.

Efficiency1/1

Enforcement is largely self-funded via statutory fines ($500–$10,000 per posting violation), keeping public expenditure low while generating broad market-wide incentives for voluntary compliance.

Evaluated outcomes1/1

CDLE publishes enforcement statistics; independent research by Trusaic (2023) used posted-salary data across states to quantify the 3.6% wage premium attributable to Colorado's law.

Sustainability1/1

EPEWA is a permanent state statute with bipartisan support; it was strengthened by 2024 amendments, confirming sustained legislative commitment to salary transparency.

Achievement / evidence1/1

Within three years of enactment, wage disclosure in job postings became universal practice among Colorado employers, a structural market shift documented by employers and recruitment platforms.

Gender-mainstreaming embedding1/1

The law applies to all employers (public and private) across every sector and occupation, embedding pay equity as a standard employment-law obligation rather than a voluntary corporate pledge.

Curator validation1/1

Legislation, CDLE enforcement data and independent wage-effect research are all publicly accessible from authoritative sources on distinct domains.

Cite this

Evidoria. Loi du Colorado sur l'égalité de rémunération pour un travail identique (2021) — Transparence salariale obligatoire et parité de rémunération. Persistent ID: 8c0a157f-e682-4231-9077-9cd8d94a861d.

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