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Women are
78%
more likely to
live in poverty
than white men in
Rhode Island
Single-woman led households are at the
highest risk
of poverty in
Rhode Island
In
Rhode Island
, women earn
$0.74
for every dollar a white man makes
Women in
Rhode Island
are
54%
more likely to earn
minimum wage
than white men
Women in
Rhode Island
are
24%
more likely to earn a
tipped wage
than white men
In
Rhode Island
, at least
70%
of women are essential to the financial security of their household
Generally, the law requires equal pay for comparable work based on sex as well as other protected characteristics, including race, color, religion, sexual orientation, gender identity or expression, disability, age, or country of ancestral origin.[1]
Affirmative Defenses: To justify a pay disparity, an employer can assert that the disparity was based on seniority system (except that pregnancy, family or medical leave does not reduce seniority); merit system; system that measures earnings by quantity or quality of production; geographic location with different costs of living (except that no location in Rhode Island has a sufficiently different cost of living); reasonable shift differential; education, training, or experience; work-related travel; or a “bona fide factor” other than a protected characteristic that is job-related, and consistent with business necessity.[2]
Retaliation: Employers cannot discharge or in any other manner discriminate against you for making a complaint, initiating a proceeding, or testifying.[3]
[1] 28 R.I. Gen. Laws § 28-6-18(a).
[2] 28 R.I. Gen. Laws § 28-6-18(b).
[3] 28 R.I. Gen. Laws § 28-6-18(g).
Yes. The law requires equal pay for “comparable” work, limits the employer affirmative defense of “any factor other than sex” to “a bona fide factor,” and covers all protected classes.
Yes. Rhode Island law requires employers to provide the wage range for a position upon the applicant’s request, prior to discussing compensation, at the time of hire and when the employee moves into a new position, and upon request while an employee is employed.[1] An employer cannot retaliate against an applicant or employee for requesting the wage range.[2]
[1] 28 R.I. Gen. Laws § 28-6-22(c).
[2] 28 R.I. Gen. Laws § 28-6-22(e).
Yes. Rhode Island law prohibits employers from seeking the wage history of an applicant and relying on wage history in hiring or in setting pay.[1] However, the employer may rely on wage history to support a wage higher than their initial offer, if that information is voluntarily provided by the applicant without prompting, as long as it does not create an unlawful pay differential.[2] An employer cannot retaliate against an applicant or employee for not providing a wage history.[3]
[1] 28 R.I. Gen. Laws § 28-6-22(a).
[2] 28 R.I. Gen. Laws § 28-6-22(b).
[3] 28 R.I. Gen. Laws § 28-6-22(e).
Yes. Employers cannot prohibit an employee from inquiring about another employee’s pay or disclosing their own pay.[1]
[1] 28 R.I. Gen. Laws § 28-6-18(f).
No. However, the law encourages employers to conduct a self-evaluation by creating an affirmative defense to an equal pay claim if the employer has conducted a good faith and diligent self-evaluation within the last two years, and can demonstrate any unlawful pay disparities revealed by the self-evaluation were rectified.[1]
[1] 28 R.I. Gen. Laws § 28-6-24.
Yes. The state minimum wage exceeds the federal minimum wage and increases annually until 2025.[1] Rhode Island law prohibits localities from adopting a minimum wage higher than the state minimum wage.[2]
[1] 28 R.I. Gen. Laws § 28-12-3.
[2] 28 R.I. Gen. Laws Ann. § 28-12-25.
No. The state retains a subminimum wage for certain categories of workers, including minors and tipped workers.[1] Other exemptions under state law include, but are not limited to, domestic workers and newspaper deliverers.[2]
[1] 28 R.I. Gen. Laws § 28-12-3.1 (2022); 28 R.I. Gen. Laws § 28-12-5 (2022).
[2] 28 R.I. Gen. Laws § 28-12-2(6) (2022).
Yes. Employers generally must pay wages at least twice per month, and some employers are required to pay wages weekly.[1]
[1] 28 R.I. Gen. Laws § 28-14-2.2 (2022)
Yes. The employer must provide a statement of earnings on payday.[1]
[1] 28 R.I. Gen. Laws § 28-14-2.1 (2022).
Yes. In line with federal law, for work over 40 hours per week, the employer generally must pay overtime at 1.5 times the regular rate, with exceptions including but not limited to executive, administrative, and professional workers.[1]
[1] 28 R.I. Gen. Laws § 28-12-4.1 (2022); 28 R.I. Gen. Laws § 28-12-4.3 (2022).
Yes. Rhode Island law creates a private right of action for wage theft, including recovery of unpaid wages and benefits, compensatory damages, liquidated damages up to twice the amount of unpaid wages owed, and equitable relief like reinstatement.[1] The law provides protection against retaliation.[2]
[1] 28 R.I. Gen. Laws § 28-14-19.2 (2022); 28 R.I. Gen. Laws § 28-12-19 (2022).
[2] 28 R.I. Gen. Laws § 28-12-16 (2022); 28 R.I. Gen. Laws §28-14-19.3 (2022).
