Takeaways

• Pay transparency laws continue to expand nationwide, with numerous states and local jurisdictions requiring pay range disclosures.
• Multi-state employers face a complex landscape of pay transparency requirements, which vary by jurisdiction.
• Pay data reporting obligations are increasing, as several states require employers to submit detailed pay and demographic data to state agencies.

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Article

Employers across the United States are contending with a growing set of state and local laws designed to advance pay equity through greater transparency. Although the federal Equal Pay Act and Title VII of the Civil Rights Act provide the foundation for pay equity, many states have taken the lead in adopting broader requirements.

In addition to passing their own laws prohibiting pay discrimination, certain states have imposed pay transparency requirements that include mandatory pay disclosures in job postings (or other steps in the interview process), proactive data reporting, and restrictions on using prior salary history. This expansion has created compliance challenges, especially for multi-state employers.

As states adopt pay transparency and reporting mandates, with some set to take effect through 2027, employers should stay aware of evolving obligations.

Common Threads, Notable Distinctions

Despite significant differences among jurisdictions, several consistent trends have emerged.

Most pay transparency laws require employers to disclose wage or salary...

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