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Women are
37%
more likely to
live in poverty
than white men in
Idaho
Single-woman led households are at the
highest risk
of poverty in
Idaho
In
Idaho
, women earn
$0.69
for every dollar a white man makes
Women in
Idaho
are
81%
more likely to earn
minimum wage
than white men
Women in
Idaho
are
72%
more likely to earn a
tipped wage
than white men
In
Idaho
, at least
66%
of women are essential to the financial security of their household
Idaho law requires equal pay on the basis of sex for comparable work on jobs which have comparable requirements relating to skill, effort, and responsibility.[1]
· Affirmative Defenses: To justify a pay disparity, an employer can assert that it was based on a seniority system or a merit increase system that does not discriminate on the basis of sex.[2]
· Retaliation: Employers cannot retaliate against an employee who invokes the equal pay law or aides inthe enforcement of the equal pay law.[3]
[1] Idaho Code Ann. § 44-1702.
[2] Idaho Code Ann. § 44-1702.
[3] Idaho Code Ann. § 44-1702.
Yes. While federal law only covers equal pay for equal work with equal requirements, Idaho law requires equal pay for comparable work with comparable requirements. Idaho also eliminates the broadest affirmative defense to wage discrimination, taking away the employer’s ability to claim that the wage difference was based on “any other factor other than sex.”
No. There is no Idaho law requiring disclosure of compensation in hiring and setting pay.
No. There is no Idaho law prohibiting the consideration of salary history in hiring and setting pay.
No. Idaho law does not include protection for employees’ pay discussions. Under federal law, private sector employers generally cannot prohibit employees from discussing wages, with some exceptions.[1]
[1] Your Right to Discuss Wages, NLRB, https://www.nlrb.gov/about-nlrb/rights-we-protect/your-rights/your-rights-to-discuss-wages (last visited June 21, 2023); see 29 U.S.C. §§ 151–169.
No. There is no requirement under Idaho law that employers collect, report, or assess gender-based pay.
No. The Idaho minimum wage is the same as the federal minimum wage of $7.25/hour.[1] Idaho law prohibits localities from setting a minimum wage higher than the state minimum wage.[2]
For minimum wage violations, a worker can bring a claim, and recover wages plus either penalties or three times the unpaid wages, whichever is greater.[3]
[1] Idaho Code Ann. § 44-1502.
[2] Idaho Code Ann. § 44-1502.
[3] Idaho Code Ann. §§ 44-1508; 45-615.
No. Idaho has not eliminated the tipped minimum wage. The Idaho minimum wage for tipped workers is $3.35/hour.[1]
[1] Idaho Code Ann. § 44-1502.
Yes. Employers in Idaho are required to pay their employees monthly.[1]
[1] Idaho Code Ann. § 45-608.
Yes. In Idaho, employers must provide a wage statement for each pay period that includes a statement of deductions.[1]
[1] Idaho Code Ann. § 45-609.
No. Idaho does not have a state overtime law, so the federal law governs including exemptions. Covered nonexempt employees must receive overtime pay for any time worked beyond 40 hours in a workweek at a rate no less than time and a half at the regular rate of pay.[1]
[1] 29 U.S.C. § 207.
Yes. Idaho law imposes penalties for the failure to pay timely wages upon separation from employment or for the failure to pay timely wages on regular pay days.[1] An employee may file a wage claim with the Department of Labor or bring a lawsuit.[2] In court, the employee may recover wages and either penalties or three times the unpaid wages, whichever is greater.[3]
[1] Idaho Code Ann. §§ 45-606 – 08.
[2] Idaho Code Ann. §§ 45-614 – 15.
[3] Idaho Code Ann. § 45-615.
