House Bill 4289 would amend Michigan’s Elliott-Larsen Civil Rights Act to require employers with two or more employees to post a workplace notice explaining employee pay-equity rights. The notice would have to state that it is illegal under federal law and Michigan law to pay employees different wages for the same work based on protected characteristics, including race, sex, religion, national origin, age, disability, sexual orientation, gender identity or expression, height, weight, marital status, and other listed traits. It would also direct employees to the Department of Civil Rights and include the department’s complaint hotline and website.
The bill also expands the Department of Civil Rights’ responsibilities by requiring it to maintain an anonymous reporting phone line and a public website with information about rights under the act and an electronic reporting form. It directs the department to use procedures that protect the anonymity of people who file or assist with article 2 discrimination investigations to the greatest extent reasonably possible. Employers that fail to post the required notice could be subject to a civil fine of up to $100.
Impact
HB4289 would add a new employer posting requirement to Michigan civil rights law and would strengthen the administrative infrastructure for reporting and investigating discrimination complaints. It affects employers with at least two employees in the state, while also expanding the Department of Civil Rights’ duties to provide public information, anonymous reporting options, and complaint intake tools. The bill would amend section 602 of the Elliott-Larsen Civil Rights Act and add new section 202b, taking effect 90 days after enactment.
Sentiment
Based on the bill text and the absence of recorded committee testimony or votes in the provided materials, the measure appears to be framed as a pro-enforcement, employee-information bill with a generally protective civil-rights purpose. Its focus on notice, anonymity, and complaint access suggests support for stronger awareness and reporting of wage discrimination. No formal vote history or hearing record is available here to indicate organized opposition or support.
Contention
The main points of potential contention are the expanded posting mandate for employers, the requirement to include state and federal equal-pay language, and the new anonymity procedures for discrimination investigations. Employers may view the notice requirement and possible fine as an added compliance burden, especially for small workplaces covered by the two-employee threshold. On the other hand, employee advocates would likely favor the bill’s emphasis on transparency, reporting access, and confidentiality protections for complainants and witnesses.