S. 44 – End Pay Discrimination Through Information Act

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Updated April 15, 2026 at 11:14 AM UTC

The End Pay Discrimination Through Information Act would amend the Fair Labor Standards Act to strengthen protections for workers who raise equal‑pay concerns. It expands the non‑retaliation coverage so employees can safely file complaints, participate in investigations, testify, serve on industry committees, or discuss wages without fear of employer retaliation. The changes mainly affect employees—particularly women—and the employers who must comply with the new rules.

Key Provisions

Amends Section 15(a)(3) of the Fair Labor Standards Act to protect employees who (A) file a charge, complaint, or participate in any investigation, hearing, or action related to the Act, including testifying or serving on an industry committee, and (B) inquire about, discuss, or disclose wage information of themselves or others.
Adds a new subsection (c) stating that the protection for wage‑disclosure does not apply when an employee’s job requires access to others’ wages and they share that information with someone without such access, unless the disclosure is part of a charge, complaint, or investigation.

Legislative Activity

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1 earlier action

SenateIntro Referral Latest Action

Read twice and referred to the Committee on Health, Education, Labor, and Pensions.

Health, Education, Labor, and Pensions Committee

January 5, 2017

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SenateIntro Referral

Introduced in Senate

January 5, 2017

SenateIntro Referral

Read twice and referred to the Committee on Health, Education, Labor, and Pensions.

Health, Education, Labor, and Pensions Committee

January 5, 2017

Bill Text

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Introduced in SenateIssued January 5, 2017

II

115th CONGRESS

1st Session

S. 44

IN THE SENATE OF THE UNITED STATES

January 5, 2017

Mr. Heller introduced the following bill; which was read twice and referred to the Committee on Health, Education, Labor, and Pensions

A BILL

To amend the Fair Labor Standards Act of 1938 to improve nonretaliation provisions relating to equal pay requirements.

1.

Short title

This Act may be cited as the End Pay Discrimination Through Information Act.

2.

Findings

Congress finds the following:

(1)

People in the United States understand that intentional workplace discrimination is wrong.

(2)

Equal pay for equal work is a principle and practice that should be observed by all employers.

(3)

Women constitute a significant portion of the workforce of the United States.

(4)

An increasing number of families in the United States depend on the income of a working woman.

(5)

Many women are pursuing or have attained postsecondary degrees or specialized training to make them strong candidates for good jobs that will provide for their families.

(6)

Employers that intentionally discriminate on the basis of sex should be held accountable for their wrongdoing.

3.

Enhanced enforcement of equal pay requirements

Section 15 of the Fair Labor Standards Act of 1938 (29 U.S.C. 215) is amended—

(1)

in subsection (a)(3), by striking employee has filed and all that follows through committee; and inserting

employee—

(A)

has made a charge or filed any complaint or instituted or caused to be instituted any investigation, proceeding, hearing, or action under or related to this Act, including an investigation conducted by the employer, or has testified or is planning to testify or has assisted or participated in any manner in any such investigation, proceeding, hearing, or action, or has served or is planning to serve on an industry committee; or

(B)

has inquired about, discussed, or disclosed the wages of the employee or another employee;

; and

(2)

by adding at the end the following:

(c)

Subsection (a)(3)(B) shall not apply to instances in which an employee who has access to the wage information of other employees as a part of such employee’s essential job functions discloses the wages of such other employees to an individual who does not otherwise have access to such information, unless such disclosure is in response to a charge or complaint or in furtherance of an investigation, proceeding, hearing, or action under section 6(d), including an investigation conducted by the employer. Nothing in this subsection shall be construed to limit the rights of an employee provided under any other provision of law.

.