US Pay Transparency Laws by State 2023

While there is no comprehensive federal pay transparency law in the United States, pay transparency laws at the state and city level are becoming increasingly prevalent. These regulations require employers to be more transparent with salary ranges and benefits, and they aim to help promote fairness and equity in the workplace.

Each law is different and handles requirements differently. Depending on the jurisdiction, these laws require employers to:

Disclose salary ranges to applicants at a specified point during the hiring process
Disclose salary ranges to employees upon request
Disclose salary ranges in job postings

We’ve compiled a list of states and localities that have enacted pay transparency laws. This list also includes details on which employers are impacted and on the specific requirements.

State	Bill	Requirements	Which employers does it apply to?	Effective date
California	SB 1162	Must disclose salary range in all job postings, including for jobs that can be done remotely from the state.	Employers with 15 or more employees, with at least 1 working in California	January 1, 2023
		Must disclose position’s salary range to current employees upon request.	Employers with 1 or more employees
		Learn more about pay transparency regulations in California
Colorado	EPEW Act Equal Pay for Equal Work Act	Must disclose in all job postings, including for jobs that can be done remotely from the state: A salary range A general description of any bonuses, commissions, or other forms of compensation A general description of all benefits Learn more about pay transparency regulations in Colorado	Employers with at least 1 employee working in Colorado	January 1, 2021
Connecticut	HB 6380	Must provide wage range information to an applicant upon the earliest of: The applicant’s request; or Prior to or at the time the applicant is made an offer of compensation. Must provide an employee the wage range for the employee’s position upon: Hiring Change in position Employee’s request Learn more about pay transparency regulations in Connecticut	Employers with at least 1 employee working in Connecticut	October 1, 2021
Maryland	HB 123 Equal Pay for Equal Work Law	Must provide the wage range to applicants upon request Learn more about pay transparency regulations in Maryland	Any employer engaged in business in the state of Maryland	October 1, 2020
Nevada	SB 293	Must provide applicants who have completed an interview for a position the wage or salary range or rate for the position. Must provide the wage or salary range or rate for a promotion or transfer to a new position if an employee has: Applied for the promotion or transfer; Completed an interview for the promotion or transfer or been offered the promotion or transfer; and Requested the wage or salary range or rate for the promotion or transfer.	Any employer in Nevada	October 1, 2021
New Jersey (Jersey City)	Jersey City Ordinance	Must provide the salary range and description of benefits in all ads for any job, transfer or promotion opportunity.	Employers with 5 or more workers and a principal place of business in Jersey City	April 13, 2022
New York	S.9427-A/A.10477	Must disclose the compensation or a range of compensation in any advertisement for a job, promotion, or transfer opportunity. Must also provide the job description for such job, promotion, or transfer opportunity, if such a description exists.	Employers with 4 or more employees	September 17, 2023
New York (New York City)	NYC Ordinance	Must disclose a minimum and maximum annual salary or hourly wage in any advertisement for a job role that will or may be filled in New York City, including for jobs that can be done in the field or remotely from the city. Must disclose a minimum and maximum salary range in any posting for internal promotions or transfer opportunities. Learn more about pay transparency regulations in New York City	Employers with 4 or more employees, with at least one in New York City	November 1, 2022
New York (Ithaca)	Ithaca Ordinance	Must disclose minimum and maximum hourly or salary compensation in any postings for a job, promotion, or transfer opportunity.	Employers with 4 or more employees	September 1, 2022
New York (Westchester County)	Westchester County Local Law No. 119	Must disclose minimum and maximum salary range on all job ads for roles that will or may be filled in Westchester, including for jobs that can be done remotely from the county. Must disclose the minimum and maximum salary in any posting for promotion or transfer opportunity.	Employers with 4 or more employees	November 6, 2022
Ohio (Cincinnati)	City of Cincinnati Ordinance	Must provide a salary range upon a candidate’s request after conditional offer of employment is made.	Employers with more than 15 employees in Cincinnati	March 13, 2020
Ohio (Toledo)	City of Toledo Ordinance	Must provide a salary range upon a candidate’s request after conditional offer of employment is made.	Employers with 15 or more workers in Toledo	June 25, 2020
Rhode Island	S0270A	Must disclose: The wage range upon applicant's request and prior to discussing compensation; The wage range for the employee's position, both at the time of hire and when the employee moves into a new position; and The wage range during the course of employment, upon request by an employee.	Rhode Island employers with 1 or more employees in the state	January 1, 2023
Washington	SB 5761 Equal Pay and Opportunities Act	Must disclose: The wage scale or salary range and a general description of all the benefits and other compensation in each posting, including for jobs that can be done remotely from the state; and The wage scale or salary range for the employee's new position, upon request of an employee offered an internal transfer to a new position or promotion. Learn more about pay transparency regulations in Washington	Employers with 15 or more employees, if they have one or more Washington-based employees or if they engage in business in Washington or recruit for jobs that could be filled by a Washington-based employee, including remote jobs.	January 1, 2023

How can PayAnalytics help employers meet pay transparency requirements in various states, cities, and counties?

PayAnalytics is a global solution adaptable to all primary regulatory environments. With our universal, scientifically driven pay equity tool, US employers can easily:

Analyze data and measure and monitor pay gaps by any demographic variable.
Look for and analyze outliers (individual employees whose pay shows a significant discrepancy compared to their peers’ pay).
Correct pay discrepancies and close pay gaps by making the appropriate changes suggested by the software and understanding the associated costs.
Analyze salary structure to allow more transparency with employees, making it easier to talk with them about why they’re being paid what they’re paid.
Prevent pay disparities and sustain fair pay with ongoing decision support.
Report and share pay equity information with a user-friendly, flexible reporting feature. Do not hesitate to contact us for further inquiries or to book a software demo. You can find more information about PayAnalytics here.

The information on this page is not intended to serve and does not serve as legal advice. All of the content, information, and material in this article are only for general informational use. Readers are advised that this information, legal or otherwise, may not be up-to-date.

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