In November, a new law will go into effect in which New York City-based employers will have to include the minimum and maximum starting salary for any advertised job, promotion or transfer opportunity. (The in-effect date has been delayed from April.) Similar laws went into effect last year in Connecticut, Nevada and Colorado.

The latter is what we’re discussing here because Colorado’s Division of Labor Standards and Statistics (DLSS) has introduced an unheard-of twist with its accompanying regulatory guidance to the Equal Pay for Equal Work Act.

These new rules require employers to list compensation, benefits and other financials within job posts and ads not only for Colorado-specific companies or positions, but also to all multi-state employers posting remote work roles that could be filled by a Coloradoan if the employer already has an employee in Colorado.

“If you have 10,000 employees and one works in Denver, then the rule applies to you,” Joe Schmitt, a labor and employment attorney at Minneapolis-based law firm Nilan Johnson Lewis, told HRD. “Furthermore, the Colorado department has said you can’t in your posting say, ‘individuals from Colorado can’t apply.’ Colorado has said that’s a preference for where the person is from. The position is still covered because it could be performed in Colorado. The fact that you’re trying to exclude Colorado doesn’t mean it’s not covered.”

As employees demand flexibility and autonomy, companies are having no choice but to grant...

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