Maryland, Minnesota and Vermont join the growing list of states enacting and expanding pay transparency requirements.
In May, Minnesota Governor Tim Walz signed a bill that requires employers with 30 or more employees in the state to include a starting salary range or fixed pay rate in job postings, along with “a general description of all the benefits and other compensation to be offered” , including health insurance, retirement plans, bonuses and any other financial perks associated with the position.
The new law takes effect on January 1, 2025, and applies to any solicitation for applicants, whether directly by the employer or through a third party.
Vermont jumped on the pay transparency law bandwagon in June with “An Act Relating to Disclosure of Compensation in Job Advertisements,” set to take effect on July 1, 2025. That law requires employers with five or more employees to ensure that any advertisement of a position includes a disclosure of the minimum and maximum annual salary or hourly wage. While employers must disclose the range or wage that it expects in good faith to pay at the time the ad was created, factors such as an applicant’s qualifications and labor market factors allow employers to pay outside the range listed in the ad.
The law also creates special requirements for jobs paid on a commission or tip basis. As to the former, employers must state that the position is compensated on a commission basis. With regard to the...
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