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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

Pay transparency has ample benefits. 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

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

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

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

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 22-026

Jersey City Ordinance 22-045

Must provide the salary range and description of benefits in all ads for any job, transfer or promotion opportunity.

Employers with five or more employees within 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.

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.

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.

Informationen på denna sida är inte avsedd som juridisk rådgivning och fungerar heller inte som sådan. Hela innehållet, informationen och materialet i denna artikel är endast avsett för allmän information. Läsare bör också vara medvetna om att denna information, såväl juridisk som övrig, inte nödvändigtvis är aktuell.


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