From coast to coast, new states are passing laws that require employers to implement clear pay transparency policies, such as providing specific salary ranges in their job postings.
These laws are an expansion of the federal Equal Pay Act – which requires equal pay for equal work among similarly-situated employees of different sexes – and are aimed at combating wage discrimination in all forms by closing pay gaps for supervisory and non-supervisory employees alike, particularly in underrepresented populations.
Colorado, Maryland, Nevada and Connecticut already have laws in effect that require employers to disclose salary and pay rate information to applicants according to specific criteria established by each state. Below is an overview of new salary transparency laws going into effect in New York, California and Rhode Island that every employer must know if you plan to hire, promote and/or transfer employees in these states.
New York City and New York State Pay Disclosure Laws:
Effective November 1, 2022, NYC employers with four or more employees must include a “good faith salary range” in all job postings for positions based in the City.
This new law, which is an amendment to the NYC Human Rights Law, requires salary transparency in all advertisements and postings for new positions, promotions and/or transfer opportunities, if the position will be filled by someone performing work in NYC.
Although employers are not required to use a written job posting for new...
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