State-level workplace policies are changing rapidly. SHRM recently hosted a webinar, “State Policy Trends: What HR Needs to Know,” featuring Emily M. Dickens, J.D., chief of staff and head of government affairs at SHRM, to explore the compliance challenges HR teams across the country are facing because of this. Joining her were Chris Micheli, an attorney with governmental relations and advocacy firm Snodgrass & Micheli in Sacramento, Calif.; Katie Schwab, an attorney with lobbying and public affairs firm Cozen O’Connor Public Strategies in New York City; and D’Arcy Philps, an attorney with education and workforce advocacy firm Penn Hill Group in Washington, D.C.

Push for Pay Transparency

In recent years, the issue of whether to post salary information in job postings has become a hot topic in state legislatures. Fourteen states and Washington, D.C., have enacted pay transparency laws, with another 10 considering proposed legislation as of May 2025.

“At some point in the near future, we could have half of all states in this country that have some type of pay transparency law,” Dickens said. None of these laws will be exactly the same, so organizations may need to manage multistate compliance.

In 2022, New York City passed a law requiring companies to post salary ranges when advertising open positions. The state followed suit shortly thereafter, going a step further by banning open-ended salary ranges such as “$20 per hour and up.” There was fear that there would be “...

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