With the new year upon us, it’s a great time to take a look at some of the employment law trends and coming changes.

In 2020 and 2021, employers were rightfully reactionary to the pandemic. In 2022, a lot of employers breathed a sigh of relief. Now 2023 needs to be the year that employers adjust to what appears to be the new normal. Here are a few employment law issues to consider in the new year:

Comply with pay transparency laws

In 2022, pay transparency laws took off. These laws require employers to put the pay range in the job posting. Michigan does not yet have a pay transparency law. However, 17 states – and too many cities to count – now require pay transparency. Even if you think of yourself as just a Michigan business, you should include the pay range.

Here are three reasons why:

• First, you don’t want to waste your time looking at applications or setting up interviews for someone who would never work for you at what you’re willing to pay. Putting the pay in the job posting avoids wasting time.
• Second, if you don’t post the pay range, studies show that you create a higher risk of pay inequities. In other words, men will on average be paid more than women for the same work. This is a big problem. A reasonable pay range encourages employees – especially women – to avoid being underpaid.
• Third, while this issue needs to be sorted out more thoroughly by the courts, you should know that some regulators and attorneys argue that their state’s pay transparency law...

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