California Pay Transparency Laws
Colorado Pay Transparency Laws
Connecticut Pay Transparency Laws
Delaware Pay Transparency Laws
District of Columbia Pay Transparency Laws
Hawaii Pay Transparency Laws
Idaho Pay Transparency Laws
Illinois Pay Transparency Laws
Kansas Pay Transparency Laws
Louisiana Pay Transparency Laws
Maine Pay Transparency Laws
Maryland Pay Transparency Laws
Michigan Pay Transparency Laws
Minnesota Pay Transparency Laws
Missouri Pay Transparency Laws
Montana Pay Transparency Laws
Nebraska Pay Transparency Laws
Nevada Pay Transparency Laws
New Hampshire Pay Transparency Laws
New Jersey Pay Transparency Laws
New Mexico Pay Transparency Laws
New York Pay Transparency Laws
North Carolina Pay Transparency Laws
Oregon Pay Transparency Laws
Pennsylvania Pay Transparency Laws
Rhode Island Pay Transparency Laws
South Carolina Pay Transparency Laws
Tennessee Pay Transparency Laws
Texas Pay Transparency Laws
Utah Pay Transparency Laws
Vermont Pay Transparency Laws
Virginia Pay Transparency Laws
Washington Pay Transparency Laws
West Virginia Pay Transparency Laws
Latest pay transparency legal updates
We are continually updating and expanding our Research module to reflect the latest federal and state law requirements and emerging best practices. See a snippet of our latest updates below.
2025 Laws in Effect and Upcoming
Vermont – Effective July 1, 2025
Vermont Governor Scott signed H. 704 on June 4, 2024, implementing new wage transparency requirements. Effective July 1 of next year, employers with 5 or more employees will be required to include a good faith wage range in all job postings for positions that will be (1) located in Vermont or (2) that will be performed remotely for an office or work location that is physically located in Vermont.
New Jersey – Effective June 1, 2025
On November 10, 2024, New Jersey enacted a new wage transparency law. Beginning June 1, 2025, employers with 10 or more employees must include wage ranges and a general description of benefits in job postings. Employers must also make reasonable efforts to inform existing employees of opportunities for promotion. Employers could face up to $600 per violation.
California – Effective May 14, 2025
Under California’s pay transparency laws, employers with 100 or more employees hired through labor contractors are required to submit their annual pay data reports by May 14, 2025. Review the California Civil Rights Department’s page for more information and guidance.
Massachusetts – Effective February 1, 2025
Last month, Massachusetts Governor Healy signed Bill H.4890, implementing new wage transparency requirements, which take effect on different dates depending on employer size. Beginning February 1, 2025, employers with 100 or more employees in Massachusetts must provide annual wage data reports to the State Secretary. Beginning October 29, 2025, employers with 25 or more employees in Massachusetts must provide wage ranges to applicants on all job postings, to employees who are offered a new position, and to both applicants and employees upon request.
Minnesota – January 1, 2025
On May 17, 2024, Minnesota Governor Walz signed legislation implementing new wage transparency requirements for Minnesota employers. Beginning January 1, 2025, employers with 30 or more employees in Minnesota must include the starting salary range and a general description of all of the benefits and other compensation an employee can expect in all job postings. Beginning October 1, 2024, covered employers will also need to begin displaying a poster displaying employee rights under these new requirements. That poster is still being developed by the Commissioner of Labor and Industry.
Illinois – January 1, 2025
On August 11, 2023, Governor Pritzker signed a new wage transparency bill into law. Beginning January 1, 2025, employers with at least fifteen employees will need to include in their job postings the pay scale and benefits information for the position. The law will apply to jobs performed at least partly in the state as well as jobs where the employee will report to a supervisor, office, or other work site in Illinois. We will update our tools once this change takes effect.
2024 Laws in Effect
Maryland – Effective October 1, 2024
Approved on April 25, 2024, SB 525 institutes new wage transparency requirements in Maryland. Beginning October 1, 2024, employers must disclose the wage range and a general description of benefits and other compensation in all job postings for positions that will be performed, at least in part, inside the state. Maryland has released guidance to help employers understand their responsibilities under these new requirements. We have updated our tools to reflect these new requirements.
Included in the same legislation prohibiting wage history inquiries, D.C. passed new wage transparency requirements. Beginning June 30, employers with at least one employee in the District must include wage ranges in all job postings and disclose the existence of healthcare benefits before the first interview. Finally, employers must post a notice informing employees of their rights under the new law.
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