Michigan Pay Equity Overview

Overview

Michigan's approach to pay equity is rooted in a foundational commitment to non-discrimination, primarily articulated through the Elliott-Larsen Civil Rights Act (ELCRA) and the Workforce Opportunity Wage Act. These statutes collectively aim to ensure that individuals receive equal pay for equal work, irrespective of protected characteristics, with a particular focus on gender. The state's philosophy emphasizes rectifying historical wage disparities and fostering transparent, fair compensation practices across its diverse workforce. This commitment is underscored by ongoing legislative initiatives and executive directives designed to strengthen existing protections and introduce new measures to address systemic inequities. The evolution of pay equity in Michigan reflects a progressive movement from basic anti-discrimination principles to more proactive efforts in wage transparency and enforcement, albeit with varying degrees of implementation across different sectors and employer types.

Despite these legislative efforts, Michigan continues to grapple with a significant gender pay gap. In 2024, women in Michigan earned approximately $0.79 for every dollar men made in a typical week, representing a difference of $268. This places Michigan with the fourteenth-largest gender pay gap among U.S. states. More broadly, in 2023, the median gender pay gap in Michigan was nearly $15,000, with men earning a median of over $50,200 compared to women's $35,400. The disparity is even more pronounced for women of color; in 2022, Black women earned 68 cents and Hispanic women earned 67 cents for every dollar earned by white, non-Hispanic men. These statistics highlight the persistent challenges in achieving true pay equity and underscore the economic impact on families, given that women often serve as primary or co-breadwinners, making these disparities a critical economic and social issue for the state.

The historical trajectory of pay equity in Michigan began with the enactment of the Elliott-Larsen Civil Rights Act in 1976, which provided broad protections against discrimination, including sex-based discrimination in employment and compensation. Over the decades, this framework has been supplemented by specific wage and hour laws, and more recently, by judicial interpretations and legislative amendments that have expanded the scope of protected classes to include sexual orientation and gender identity, notably through a Michigan Supreme Court ruling in 2022 and subsequent codification by Act 6 of 2023. The state has also seen the introduction of various bills aimed at enhancing pay transparency and strengthening enforcement mechanisms, indicating a growing recognition of the need for more explicit and proactive measures beyond traditional anti-discrimination statutes. This continuous legislative activity, coupled with local ordinances in cities like Detroit and Ann Arbor, demonstrates a dynamic and evolving landscape for pay equity in Michigan, driven by both state-level initiatives and a response to national trends in fair labor practices.

Regulatory Approach

Michigan's regulatory approach to pay equity is characterized by a blend of broad civil rights protections and specific wage and hour statutes, which, while comprehensive in their anti-discrimination stance, have historically been less prescriptive regarding proactive pay transparency compared to some other states. The state's primary legislative tools, the Elliott-Larsen Civil Rights Act (ELCRA) and the Workforce Opportunity Wage Act, establish a clear prohibition against sex-based wage discrimination. Unlike some federal laws that may require a higher burden of proof for discriminatory intent, Michigan's framework, particularly under the Workforce Opportunity Wage Act, focuses on the outcome of unequal pay for equal work, placing the onus on employers to justify pay differentials based on legitimate, non-discriminatory factors. This approach aims to address both intentional discrimination and systemic biases that may lead to wage gaps, emphasizing the principle of equal pay for substantially similar jobs, regardless of job titles or seniority alone.

The state's compliance philosophy leans towards ensuring that employers actively review and adjust their compensation practices to eliminate disparities. While Michigan does not yet have a statewide comprehensive pay transparency law requiring salary ranges in job postings, it has strong protections for employees' rights to discuss wages. This right is a critical component of the state's strategy, empowering employees to identify potential inequities and fostering a more open dialogue about compensation. The enforcement style involves both administrative complaint processes through agencies like the Michigan Department of Labor and Economic Opportunity (LEO) and the Michigan Department of Civil Rights, as well as the option for employees to pursue civil actions. This dual-track system provides multiple avenues for redress, encouraging both voluntary compliance through agency oversight and accountability through litigation. The state's approach also includes specific prohibitions on salary history inquiries for public sector employers, a measure designed to break the cycle of past discriminatory pay influencing future wages.

Compared to federal regulations, Michigan's laws often provide broader coverage and, in some instances, more direct routes for enforcement. For example, ELCRA applies to employers with one or more employees, a lower threshold than Title VII's requirement of 15 employees. Furthermore, ELCRA allows claims to go directly to court without a prior administrative filing, offering a more streamlined legal process for individuals. The state's regulatory framework, while not mandating extensive pay data reporting or proactive audits for all employers, places a significant emphasis on preventing retaliation against employees who exercise their rights to discuss wages or file complaints. This focus on protecting whistleblowers and encouraging internal transparency is a cornerstone of Michigan's strategy to promote fair compensation and ensure that employees feel secure in advocating for their rightful earnings, thereby fostering a more equitable workplace environment.

Key State Legislation

• Elliott-Larsen Civil Rights Act (ELCRA), Public Act 453 of 1976 (M.C.L.A. § 37.2101 et seq.): Enacted in 1976 and effective in 1977, ELCRA is a cornerstone of Michigan's anti-discrimination laws. It broadly prohibits discrimination based on religion, race, color, national origin, age, sex, height, weight, familial status, or marital status in employment, housing, education, and public accommodations. Specifically concerning pay equity, ELCRA prohibits discrimination in compensation based on sex. A significant development occurred with a Michigan Supreme Court ruling in 2022, which expanded the scope of the law to explicitly include protections for LGBT individuals, a decision later codified by Act 6 of 2023. This act applies to employers with one or more employees, offering broader coverage than some federal counterparts.
• Workforce Opportunity Wage Act (M.C.L.A. § 408.411 et seq., specifically § 408.423): This act specifically addresses wage discrimination based on sex. It mandates that employers with two or more employees cannot discriminate by paying employees of one sex a rate less than that paid to employees of the opposite sex for equal work. The definition of "equal work" is based on jobs requiring equal skill, effort, and responsibility, performed under similar working conditions. The act provides exceptions for pay differentials based on seniority systems, merit systems, systems measuring earnings by quantity or quality of production, or differentials based on any factor other than sex, ensuring that legitimate business reasons for pay differences are recognized.
• Michigan Penal Code (M.C.L.A. § 750.556): This section of the Michigan Penal Code makes it a misdemeanor for any employer of labor in the state, employing both males and females, to discriminate in any way in the payment of wages between sexes who are similarly employed. This criminal provision underscores the state's serious stance against wage discrimination and provides an additional layer of enforcement beyond civil remedies, highlighting the gravity with which Michigan views such discriminatory practices.
• Michigan Payment of Wages and Fringe Benefits Act (Public Act 390 of 1978, M.C.L.A. § 408.471 et seq.): This act regulates the time and manner of payment of wages and fringe benefits. Crucially for pay equity, it includes provisions that protect employees' rights to discuss their wages. Employers are prohibited from requiring non-disclosure of wages as a condition of employment, or from terminating, disciplining, or discriminating against employees who disclose their wages. This act is currently the subject of proposed amendments under Senate Bill 6 of 2025, which seeks to significantly enhance its enforcement and transparency provisions, reflecting a legislative push for stronger worker protections.
• Executive Directive 2019-10: Issued by Governor Gretchen Whitmer, this directive specifically prohibits state government departments and agencies from inquiring about a job applicant's current or previous salaries until after a conditional job offer that includes proposed compensation has been made. This measure aims to prevent the perpetuation of past wage discrimination in public sector hiring by ensuring that an applicant's prior earnings, which may have been influenced by discriminatory practices, do not unduly impact their future earning potential within state employment.

Covered Employers

The scope of employers covered by Michigan's pay equity regulations varies depending on the specific statute, creating a multi-layered framework designed to address discrimination across a broad spectrum of workplaces. The Elliott-Larsen Civil Rights Act (ELCRA), a foundational anti-discrimination law, applies to virtually all employers within the state, encompassing those with one or more employees. This broad applicability ensures that even the smallest businesses are subject to its prohibitions against discrimination based on sex, race, and other protected characteristics in all aspects of employment, including compensation. This low employee threshold makes ELCRA a powerful tool for protecting workers in a wide range of settings, from small family-owned businesses to large corporations, ensuring that the principles of fair treatment and equal pay are widely enforced across Michigan's economy and preventing loopholes based on employer size.

For more specific wage discrimination provisions, the Workforce Opportunity Wage Act (WOWA) applies to employers with two or more employees. This act directly prohibits sex-based wage discrimination for equal work, defining the criteria for comparing jobs based on skill, effort, responsibility, and working conditions. While slightly more restrictive in its employee count than ELCRA, WOWA still covers a substantial portion of Michigan's employers, reinforcing the state's commitment to equal pay for equal work and providing a clear legal standard for assessing wage disparities. Furthermore, the protections related to wage discussion rights, enshrined within the Michigan Payment of Wages and Fringe Benefits Act (MCL 408.483a), apply universally to all Michigan employers, regardless of their size or industry. This means that no employer can prohibit employees from discussing their wages or retaliate against them for doing so, a critical component for fostering transparency and enabling employees to identify and address potential pay disparities without fear of reprisal.

Beyond these general state-level mandates, certain sector-specific rules and local ordinances further expand the reach of pay equity regulations. For instance, Executive Directive 2019-10 specifically targets public sector employers, prohibiting state government departments and agencies from inquiring about an applicant's salary history until a conditional job offer has been extended. This measure is designed to prevent the perpetuation of historical wage inequities in state employment. Additionally, some Michigan cities have enacted their own pay transparency ordinances. Detroit, for example, requires employers bidding on city contracts to demonstrate compliance with equal pay mandates, potentially involving audits to verify fair compensation practices, while Ann Arbor mandates that job postings for municipal government positions include wage ranges. These local initiatives demonstrate a growing trend towards more granular and proactive pay equity measures, complementing the broader state laws and ensuring that a wide array of employers, both public and private, are held accountable for fair compensation practices.

Employee Rights

Employees in Michigan are afforded several key rights under state law designed to promote pay equity and combat wage discrimination. Foremost among these is the right to equal pay for equal work, regardless of sex. Both the Elliott-Larsen Civil Rights Act (ELCRA) and the Workforce Opportunity Wage Act explicitly prohibit employers from paying employees of one sex less than those of the opposite sex for jobs requiring substantially similar skill, effort, and responsibility under comparable working conditions. This means that job content, rather than titles or seniority alone, is the determining factor in assessing whether work is equal. If a pay disparity exists, the burden falls on the employer to demonstrate that the difference is based on legitimate, non-discriminatory factors such as a seniority system, a merit system, a system measuring earnings by quantity or quality of production, or a factor other than sex, ensuring that any pay differences are justifiable and not based on bias.

A crucial right for Michigan employees, and a significant component of the state's pay equity framework, is the protected right to discuss and disclose their wages without fear of employer retaliation. The Michigan Payment of Wages and Fringe Benefits Act (MCL 408.483a) explicitly prohibits employers from requiring employees to refrain from discussing their wages as a condition of employment, or from terminating, disciplining, or discriminating against employees who choose to disclose their compensation information. This protection extends to conversations with colleagues, family members, and individuals outside the workplace, fostering an environment where employees can openly share information that may help identify and challenge pay disparities. This right is vital for empowering workers, as wage secrecy has historically contributed to the perpetuation of pay gaps by making it difficult for individuals to recognize if they are being underpaid compared to their counterparts, thus hindering efforts to achieve true equity.

In addition to these core protections, Michigan employees also have the right to advance notice of pay reductions, providing some safeguard against sudden wage decreases. For those seeking employment in the public sector, state government departments and agencies are prohibited from inquiring about an applicant's salary history until a conditional job offer has been made, including proposed compensation. This restriction aims to prevent past discriminatory wages from influencing future pay offers. To exercise these rights, employees can file a complaint with the Michigan Department of Labor and Economic Opportunity (LEO) or the Michigan Department of Civil Rights. Alternatively, they may pursue a civil action in court. The ability to directly pursue legal action under ELCRA, without a prior administrative filing, offers a more direct route for employees to seek redress compared to some federal laws. Remedies for violations can include the recovery of unpaid wages, liquidated damages, and attorney fees, providing a robust mechanism for employees to enforce their rights and achieve fair compensation.

Governance & Enforcement Bodies

In Michigan, the enforcement and governance of pay equity regulations are primarily overseen by two key state agencies: the Michigan Department of Labor and Economic Opportunity (LEO) and the Michigan Department of Civil Rights. The Michigan Department of Labor and Economic Opportunity plays a central role in administering and enforcing various wage and hour laws, including the Workforce Opportunity Wage Act and the Michigan Payment of Wages and Fringe Benefits Act. Within LEO, the Wage and Hour Division is specifically tasked with investigating complaints related to unpaid wages, minimum wage violations, and issues concerning the disclosure of wages. This division is responsible for ensuring that employers comply with state statutes regarding compensation, including the prohibition against sex-based wage discrimination for equal work. Employees can file complaints directly with LEO, which then has the authority to investigate, mediate, and, if necessary, initiate civil actions on behalf of affected employees.

The Michigan Department of Civil Rights (MDCR) is another critical enforcement body, responsible for upholding the Elliott-Larsen Civil Rights Act (ELCRA). ELCRA is a comprehensive anti-discrimination law that prohibits discrimination in employment, including compensation, based on a wide range of protected characteristics, notably sex, and more recently, sexual orientation and gender identity. The MDCR investigates complaints of discrimination filed under ELCRA, conducts hearings, and works to resolve disputes through conciliation or formal legal action. While LEO focuses more specifically on wage and hour compliance, MDCR addresses broader discrimination in terms and conditions of employment, including pay, ensuring that compensation practices are free from bias based on any protected characteristic. The MDCR's role is crucial in addressing systemic discrimination and promoting a culture of civil rights across all sectors of Michigan's economy, working to eliminate barriers to equal opportunity.

Both agencies provide accessible avenues for individuals to seek redress and ensure compliance. For LEO, contact information for the Wage and Hour Division, including online complaint forms and phone numbers, can typically be found on the official Michigan.gov website, often under the Department of Labor and Economic Opportunity section. Similarly, the Michigan Department of Civil Rights maintains a public presence with contact details for filing complaints and accessing resources related to civil rights protections, including educational materials for both employers and employees. These agencies are empowered to not only investigate individual complaints but also to provide guidance to employers on compliance, issue administrative fines, and, in some cases, pursue legal remedies to ensure that Michigan's pay equity laws are effectively enforced. The collaborative efforts of these departments are essential in creating a robust regulatory environment that protects workers' rights to fair and equal compensation and fosters a more equitable labor market.

Monitoring & Compliance

Monitoring and compliance with Michigan's pay equity regulations involve a multi-faceted approach, combining employee-initiated complaints, agency investigations, and employer responsibilities for internal record-keeping and policy adherence. The primary mechanism for identifying potential violations often begins with an employee filing a complaint with either the Michigan Department of Labor and Economic Opportunity (LEO) or the Michigan Department of Civil Rights. These agencies are equipped to receive, investigate, and mediate such claims. For instance, the Wage and Hour Division within LEO investigates complaints related to the Workforce Opportunity Wage Act and the Michigan Payment of Wages and Fringe Benefits Act, which includes issues of sex-based wage discrimination and the right to discuss wages. The Michigan Department of Civil Rights, on the other hand, handles broader discrimination complaints under the Elliott-Larsen Civil Rights Act, which encompasses pay discrimination based on sex and other protected characteristics, ensuring comprehensive coverage.

Upon receiving a complaint, these agencies initiate investigation procedures that may involve requesting documentation from employers, interviewing employees and management, and analyzing payroll data to determine if a violation has occurred. If LEO determines there is reasonable cause to believe an employer has violated the Workforce Opportunity Wage Act and voluntary compliance cannot be obtained, the commissioner is authorized to bring a civil action on behalf of the affected employees, seeking appropriate remedies. While Michigan does not currently mandate statewide pay equity audits for all private employers, the emphasis on employee rights to discuss wages serves as an internal monitoring mechanism, empowering workers to identify and report potential disparities. Furthermore, proposed legislation, such as Senate Bill 6 of 2025, aims to strengthen these monitoring capabilities by requiring employers to provide wage information for similarly situated employees upon request, which would significantly enhance an employee's ability to assess pay equity and challenge unfair practices.

Employers in Michigan are expected to maintain accurate and detailed records of wages, hours worked, and employee classifications to demonstrate compliance with state labor laws. This includes documentation that can justify any pay differentials based on legitimate factors other than sex, such as seniority or merit systems, which is crucial for defending against discrimination claims. Regular reviews of pay practices are recommended to proactively identify and address inequities before they lead to complaints or enforcement actions. For public sector employers, Executive Directive 2019-10 imposes specific compliance requirements regarding salary history inquiries, mandating that such questions are only posed after a conditional job offer. Additionally, local ordinances in cities like Detroit may require employers bidding on city contracts to prove compliance with equal pay requirements, potentially involving audits to verify fair compensation practices. These various mechanisms, from individual complaints to agency investigations and proactive employer measures, collectively contribute to the monitoring and compliance framework for pay equity in Michigan.

Penalties & Enforcement

Michigan's pay equity laws carry a range of penalties and enforcement mechanisms designed to deter discrimination and provide remedies for affected employees. Under the Workforce Opportunity Wage Act, if an employer violates the act, an employee can bring a civil action to recover the difference between the amount paid and the amount that should have been paid, along with an equal additional amount as liquidated damages. This means that an employee could potentially recover double the amount of unpaid wages. Additionally, the act allows for the recovery of costs and reasonable attorney fees as determined by the court. For employers who fail to pay the minimum hourly wage in violation of the act, a civil fine of not more than $1,000.00 may be imposed. These civil remedies provide a direct path for employees to seek financial compensation for wage discrimination and ensure employers face tangible consequences for non-compliance.

Beyond civil actions, Michigan law also includes criminal penalties for certain wage violations. The Michigan Penal Code (M.C.L.A. § 750.556) classifies discrimination in the payment of wages between sexes as a misdemeanor, underscoring the state's serious stance against such practices. Furthermore, proposed amendments under Senate Bill 6 of 2025 to the Michigan Payment of Wages and Fringe Benefits Act (PA 390 of 1978) would significantly increase penalties for employers who fail to pay owed wages or fringe benefits. This bill proposes to increase the annual penalty rate on unpaid wages and fringe benefits from 10% to 100% and would allow for exemplary damages of up to three times the amount of wages and fringe benefits due for flagrant or repeated violations. The proposed legislation also introduces a graduated system of misdemeanor and felony penalties for employers who intentionally fail to pay wages with intent to defraud, with penalties escalating based on the amount of unpaid compensation.

For instance, under the proposed Senate Bill 6, amounts less than $200 in unpaid wages could result in a misdemeanor with up to 93 days in jail and a fine of up to $500 or three times the wage value, while amounts over $20,000 could lead to felony charges with up to 20 years in prison and fines up to three times the unpaid wages. The enforcement process typically begins with a complaint filed by an employee with the Michigan Department of Labor and Economic Opportunity (LEO) or the Michigan Department of Civil Rights. If LEO determines there is reasonable cause to believe a violation has occurred and voluntary compliance cannot be achieved, the commissioner can bring a civil action on behalf of the employees. Employees also have the right to directly pursue legal action in court under the Elliott-Larsen Civil Rights Act, without the requirement of a prior administrative filing. This provides flexibility in seeking redress. The appeals process for administrative decisions would typically follow the Michigan Administrative Procedures Act, allowing for review by higher administrative bodies and ultimately judicial review. The robust nature of these penalties and enforcement avenues, particularly with the proposed enhancements, aims to provide strong deterrents against wage discrimination and ensure that employees receive fair and timely compensation for their work.

National/Federal Alignment

Michigan's pay equity laws operate in conjunction with, and often expand upon, federal anti-discrimination and wage statutes, demonstrating a commitment to providing robust protections for its workforce. The state's Elliott-Larsen Civil Rights Act (ELCRA) provides similar protections to Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on sex, race, color, religion, and national origin. However, ELCRA is often considered broader in its scope and application. For instance, ELCRA applies to employers with one or more employees, a lower threshold than Title VII's requirement of 15 employees, thereby extending protections to workers in smaller businesses. Additionally, ELCRA allows individuals to file a claim directly in court without first exhausting administrative remedies, which is often required under Title VII, offering a more direct route to litigation for aggrieved parties and potentially faster resolution.

In relation to the federal Equal Pay Act (EPA), which is part of the Fair Labor Standards Act (FLSA), Michigan's Workforce Opportunity Wage Act (WOWA) similarly prohibits sex-based wage discrimination for equal work. Both federal and state laws define "equal work" based on substantially similar skill, effort, and responsibility performed under similar working conditions. Like the federal EPA, Michigan's WOWA provides affirmative defenses for pay differentials based on seniority, merit, quantity or quality of production, or any factor other than sex. A key distinction, however, is that under the federal EPA, an employee is not required to prove discriminatory intent, only a wage differential for equal work, placing the burden on the employer to prove an exception. Michigan's laws align with this principle, focusing on the outcome of unequal pay rather than requiring proof of malicious intent, which can be difficult to establish in discrimination cases.

While Michigan has strong protections against wage discrimination, it currently lacks a comprehensive statewide pay transparency law that mandates salary disclosures in job postings, a trend seen in some other progressive states. This contrasts with the growing national movement towards greater pay transparency, often inspired by federal proposals like the Salary Transparency Act (H.R. 1599). However, Michigan does provide robust protections for employees' rights to discuss wages, a right also protected under the federal National Labor Relations Act (NLRA) for concerted activities. The state's Payment of Wages and Fringe Benefits Act explicitly prohibits employers from requiring non-disclosure of wages or retaliating against employees for discussing their pay, reinforcing federal protections and ensuring that Michigan workers can openly address potential pay inequities. The ongoing legislative efforts in Michigan, such as Senate Bill 6 of 2025 and House Bills 4406 and 142, indicate a potential future alignment with broader federal and state trends towards enhanced pay transparency and stronger enforcement, further solidifying Michigan's position in the national landscape of pay equity.

Future Developments

Michigan's pay equity landscape is poised for significant future developments, with several legislative initiatives currently under review that aim to strengthen existing protections and introduce new transparency measures. The most prominent of these is Senate Bill 6 of 2025 (RET-US-MI-SB6ANDS-2025), which proposes substantial amendments to the Michigan Payment of Wages and Fringe Benefits Act (PA 390 of 1978). This bill seeks to enhance employee rights by mandating that employers provide wage information for similarly situated employees upon request within 30 days, though names can be redacted, and sex and seniority information must be included. Furthermore, SB 6 aims to significantly increase penalties for wage violations, raising the annual penalty rate on unpaid wages from 10% to 100% and allowing for exemplary damages of up to three times the owed amount for flagrant violations. It also introduces a graduated system of misdemeanor and felony penalties for intentional wage theft, escalating based on the amount of unpaid wages. The bill also clarifies the definition of an independent contractor and prohibits misclassification, and creates a "Wages and Fringe Benefits Fund" for enforcement, demonstrating a comprehensive approach to wage protection.

Beyond Senate Bill 6, other proposed legislation signals a broader push towards greater pay transparency. House Bill 4406, introduced in 2023, would require employers to share wage information for employees in similar roles when requested, aligning with the transparency goals of SB 6 and empowering employees with more data to assess their compensation. Another significant bill, Senate Bill 142 (also introduced in 2023), would mandate that employers include salary or wage ranges in all job postings, whether for new hires or internal promotions. If enacted, these bills would fundamentally reshape how employers manage compensation practices and communicate pay information, moving Michigan closer to the comprehensive pay transparency frameworks adopted by states like California and New York. The Michigan House of Representatives also introduced a comprehensive "Equal Pay Package" in March 2024, comprising several House Bills (5618-5627, 4405, and 4406) aimed at enhancing equal pay protections and explicitly prohibiting wage discrimination based on a broader set of protected attributes, including sexual orientation and gender identity or expression, further expanding ELCRA's reach.

The political outlook for these reforms suggests a strong legislative interest in addressing pay equity. Governor Gretchen Whitmer has highlighted initiatives aimed at addressing root causes of inequity, such as the MI Tri-Share program for childcare, which indirectly supports women's workforce participation and earning potential by reducing childcare costs. The ongoing discussions around these bills reflect a growing recognition of the persistent wage gaps, particularly for women and minorities, and a desire to implement more proactive measures. While Michigan has not yet enacted statewide pay transparency laws, the consistent introduction of such legislation indicates a clear trend towards greater disclosure and stronger enforcement. Employers in Michigan are advised to monitor these legislative developments closely and consider proactive reviews of their compensation practices to prepare for potential new compliance obligations, as the state continues its trajectory towards a more equitable pay landscape and potentially more stringent regulatory requirements.

Key Regulations

Title	Type	Status	Year
Michigan Wage & Benefits Act Amendments (Bill, Under Review)	Bill	Under Review	2025

Sources and References

Source	Type
Michigan Legislature - Senate Bill No. 6 (2025)	official
Michigan Department of Labor and Economic Opportunity - Wage and Hour Division	official
Michigan Department of Civil Rights	official
Michigan Legislature - Elliott-Larsen Civil Rights Act (PA 453 of 1976)	official
Michigan Legislature - Workforce Opportunity Wage Act (PA 138 of 2014)	official
Michigan.gov - Governor Whitmer Takes Action to Ensure Equal Pay for Equal Work (Executive Directive 2019-10)	official
Michigan Legislature - House Bill 4406 (2023)	official
Michigan Legislature - Senate Bill 142 (2023)	official
Michigan Legislature - Payment of Wages and Fringe Benefits Act (PA 390 of 1978)	official
Michigan Legislature - Act 6 of 2023 (ELCRA Amendment)	official