Pay transparency laws in the United States are designed to promote fairness in compensation by requiring employers to disclose salary information. These laws vary by state and can include mandates such as providing salary ranges in job postings, prohibiting retaliation against employees who discuss their pay, or requiring employers to report pay data to government agencies. (govdocs.com)
As of February 2025, the following states and the District of Columbia have enacted pay transparency laws:
- California: Employers with 15 or more employees are required to include salary ranges in job postings.
- Colorado: Mandates disclosure of salary ranges in job advertisements.
- Connecticut: Requires employers to provide salary ranges upon request or before an offer is made.
- Hawaii: Employers with 50 or more employees must disclose salary ranges or hourly rates in job postings.
- Illinois: Effective January 1, 2025, employers with 15 or more employees must include wage or salary range, and benefits in job postings.
- Maryland: Employers must provide wage, or salary ranges for both internal and external job postings.
- Massachusetts: Effective July 31, 2025, employers with 25 or more employees to disclose pay ranges in job postings. Additionally, the disclosure of ranges to current employees upon request / promotion or transfer.
- Minnesota: Effective January 1, 2025, employers with 30 or more employees must provide the pay range and benefits information in all job postings.
- Nevada: Requires employers to disclose salary ranges to applicants after an interview. They must also provide this information to employees who apply for or are offered a promotion or transfer.
- New Jersey: Effective June 1, 2025, employers with 10 or more employees must disclose hourly wage or salary, and benefits in job postings..
- New York: Employers with four or more employees are required to disclose salary ranges in job postings, promotions and transfers.
- Rhode Island: Mandates that employers provide salary ranges upon request, or before an offer is made. Also to disclose ranges to current employees at their request.
- Vermont: Effective July 1, 2025, employers with five or more employees must disclose the pay rate or pay range in job postings.
- Washington: Employers with 15 or more employees are required to include the wage scale or salary range, and benefits in job postings.
- District of Columbia: Employers must provide ranges for salary or hourly pay in all job listings and disclose healthcare benefits to applicants before the first interview.
The specifics of pay transparency laws can vary, including employer size thresholds and the nature of disclosures required. It’s essential for employers and employees to consult the specific regulations in their respective states to ensure compliance.
Additionally, several states have enacted salary history bans, which prohibit employers from asking job candidates about their previous salaries. These bans aim to reduce the impact of historical pay discrimination.