Makes it illegal for most employers to use a job applicant’s prior wages or benefits to decide whether to hire them or what pay to offer. It creates civil penalties and a private right of action for violations, allows a limited exception when an applicant voluntarily shares past pay after an offer, and strengthens pay-equity enforcement, employer data collection, training, grant programs, reporting, and public outreach to reduce the gender pay gap. The bill takes effect six months after enactment and includes small-business assistance, confidentiality protections for collected data, and a severability clause.