Pay equity, or the desire to achieve it, has been a hot topic for employers in the United States in the past several years. Due to a recent increase in legislation in many states and local jurisdictions, pay equity no longer just means ensuring women and other marginalized groups are being paid similar to their male counterparts who are performing similar jobs. Many jurisdictions also prohibit employers from relying on, or even asking about, an applicant's past salary history, thereby forcing employers to look at other factors to set a new employee's compensation. In addition, a growing number of cities and states now mandate that employers provide wage information to applicants and in some jurisdictions, current employees, either upon request or on a mandatory basis at a specified point in the hiring process.

Employers in 10 jurisdictions (and counting) are now subject to wage disclosure requirements. Colorado and New York City have made headlines as the first jurisdictions to mandate such disclosures. Employers must review the laws of each individual jurisdiction to remain compliant with this growing collection of wage disclosure laws. The following table provides an overview of these jurisdictions and what they require:

Jurisdiction	Who Gets the Info?	What Must be Provided?	When?	Effective Date	Penalties
California	Applicants	A salary or hourly range, not including bonuses or equity.	Upon reasonable request after an applicant interviews for a...

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