This Quick view compares pay transparency laws that are currently effective in US states as well as enacted laws with future effective dates. It also directs users to related resources and commentary as well as relevant full-text legislation and regulations.
Pay transparency laws in the US require employers to disclose compensation details to employees and job candidates via pay range disclosure requirements, to regulators via pay data reporting requirements, or both. The practice is gaining traction in the US due to the enactment of legislation in states like California, Colorado, and New York, increasing public demand for fair compensation and corporate policies aimed at attracting talent and enhancing workplace equity.
The first table below compares pay disclosure requirements with pay data reporting requirements, provides definitions of each of these, and differentiates where the focus of each lie.
The map displays which states have a pay transparency law on the books and differentiates states with pay disclosure requirements, those with pay data reporting requirements, and which states require both. Rolling over states with local requirements will display which cities or local counties also require some form of pay transparency.
The second table includes details about each state with pay disclosure requirements and what employers must do to stay compliant with state law.
Pay disclosure requirements
Pay disclosure requires employers to disclose wage rates and salary ranges upon request by a job candidate or employee or pay ranges internally to existing employees and externally in job postings, or both.
The majority of states with pay transparency laws require disclosure, with only three mandating pay data reporting (California, Illinois, and Massachusetts).
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