HB 2820 prohibits Missouri employers from paying employees differently based on gender for the same work requiring equal skill, effort, and responsibility under similar working conditions. It allows pay differences only for legitimate factors like seniority, job performance, or regional economic costs - not gender. Employees can file complaints with the Labor Commission or sue for back pay, damages, and attorney fees if they face discrimination, and the law bans retaliation for discussing pay or filing claims. This directly affects all Missouri workers and employers covered by state labor laws.
HB 2715 modifies Missouri's anti-discrimination law by allowing mandatory retirement at age 65 for executives or high policy-makers who meet specific pension requirements ($44,000+ annual benefit). It also clarifies that current illegal drug use does not count as a disability under the law, except for individuals in rehabilitation programs or successfully rehabilitated. The bill directly affects employers (including state entities), employees, and disability discrimination complainants by changing eligibility for protections and retirement policies. These changes refine definitions of "disability" and "age" in employment discrimination cases without altering broader anti-discrimination coverage.
HB 2495 replaces Missouri's existing employment discrimination laws with new provisions prohibiting gender-based wage discrimination. It directly affects employers and employees in Missouri by requiring equal pay for equal work - defined as jobs requiring equal skill, effort, responsibility, and similar working conditions - regardless of gender. The bill allows limited exceptions, such as pay based on seniority, merit, production, or bona fide regional differences, but prohibits retaliation against employees who discuss wages, oppose discrimination, or participate in related investigations. This legislation updates state law to align with federal protections while adding specific safeguards for wage transparency and non-retaliation.
HB 1727 updates Missouri's anti-discrimination law by clarifying key definitions and protections. It allows mandatory retirement at age 65 for certain executives with substantial pension benefits (≥$44,000 annually), expands "disability" to include people in rehabilitation programs, and specifies that discrimination includes unfair treatment based on protected characteristics like age or disability - even if the assumption about those traits is incorrect. The law applies to employers (with 6+ employees), housing providers, and public accommodations like restaurants, hotels, and public facilities. It modifies how the Missouri Commission on Human Rights enforces these provisions.
HB 1933 prohibits Missouri employers from firing, refusing to hire, or disadvantaging employees based on their credit history or credit score, unless the credit information is directly related to the job duties or business operations. The law directly affects employees who might face employment decisions based on credit checks and employers who currently use credit history for hiring or termination. It creates a clear exception allowing credit checks only when they are materially relevant to the position (e.g., financial roles). This bill amends Missouri’s employment law to ban non-job-related credit discrimination.
