Stream of Consciousness

Colorado was the first state to pass a pay transparency law, but many states and municipalities have followed suit. In the day and age of the remote workforce, it is challenging for employers to understand what they are required to post or disclose.

We just went through a wave of transparency laws going into effect, and several more are coming in January. Not to mention that the odds are high that New York will pass a state pay transparency law, which will go into effect 270 days from signing by the governor.

We highly encourage everyone in HR and talent acquisition to bookmark the HR Dive tracker, A running list of states and localities that require employers to disclose pay or pay ranges. Here is a summary of where everything stands today (11/2/2022)…

California

Currently in effect:

• Upon request by the applicant, all employers must provide the pay range after the initial interview
• All employers with 15 or more employees must include pay ranges on all job postings

Starting 1/1/2023:

• All employers must provide salary ranges to applicants upon request with no interview requirement
• All employers must disclose pay ranges to current employees upon request
• All employers with 15 or more employees and any third parties representing them must include pay ranges in their postings

Colorado

Currently in effect:

• All employers must provide all compensation and benefits information on all job postings

Connecticut

Currently in effect:

• All employers must provide salary ranges to applicants upon request or before an offer of employment is extended to the applicant

Maryland

Currently in effect:

• All employers must provide salary ranges to applicants upon request

Nevada

Currently in effect:

• Upon request by the applicant, including promotions or transfers, all employers must provide the pay range after the initial interview

Jersey City, New Jersey

Currently in effect:

• All employers with 5 or more employees must disclose all compensation and benefits information for all jobs, promotions, or transfers

New York, New York

Currently in effect:

• All employers with 4 or more employees must disclose the salary minimums and maximums for all jobs, promotions, or transfers

Ithaca, New York

Currently in effect:

• All employers with 4 or more employees must disclose the salary minimums and maximums for all jobs, promotions, or transfers
• The law excludes temporary roles through employment agencies

Westchester County, New York

Starting 11/6/2022:

• All employers with 4 or more employees must disclose the salary minimums and maximums for all jobs, promotions, or transfers
• The law excludes temporary roles through employment agencies

Cincinnati, Ohio

Currently in effect:

• All employers with 15 or more employees, including contractors and staffing agency employees, must disclose the salary range upon request and once an offer has been made
• The law excludes local, state, and federal and only applies to the city

Toledo, Ohio

Currently in effect:

• All employers with 15 or more employees, including contractors and staffing agency employees, must provide the salary range to all applicants
• The law excludes local, state, and federal and only applies to the city

Rhode Island

Starting 1/1/2023:

• All employers must provide salary ranges to applicants upon request with no interview requirement
• All employers must disclose pay ranges to current employees upon request

Washington

Starting 1/1/2023:

• Employers with 15 or more employees must provide all compensation and benefits information on all job postings

And we would be remiss if we did not include this link from Paycor on Pay Equity and State-by-State Laws.