At one time largely a U.S. concern, pay equity and transparency have rapidly become globally important to all multinational companies wherever headquartered. The EU Pay Transparency Directive is a milestone adopted with clear objectives: closing the gender pay gap and making it easier to bring equal pay claims. The 24 Member States have until June
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Massachusetts Joins Growing List of States Requiring Pay Transparency in Job Postings
Massachusetts Governor Maura Healey has signed into law “An Act Relative to Salary Pay Range Transparency,” requiring employers with at least 25 employees to include pay range information in job postings and advertisements. Covered employers will also need to provide pay range information directly to employees and applicants, upon request. Massachusetts joins the
Compliance With District of Columbia’s Comprehensive Pay Transparency Law Begins June 30, 2024
The District of Columbia successfully amended its wage transparency laws, bringing employers a June 30, 2024, compliance date for the new pay and benefit transparency obligations. The District of Columbia passed the Wage Transparency Omnibus Amendment Act of 2023, changing its 2014 wage transparency laws to provide applicants and employees expanded pay protections while
Vermont Latest in Growing List of States to Enact Pay Disclosure Law
Vermont Governor Phil Scott signed H.704 on June 4, 2024, mandating pay transparency in job postings and advertisements. Effective July 1, 2025, employers with at least five employees must include in any “Vermont job opening” advertisement the compensation or range of compensation for the advertised position.
Why It MattersThe law applies not only to positions
Minnesota Job Postings Must Comply With New Compensation Disclosure Requirements Beginning January 2025
The final days of the 2024 Minnesota legislative session brought a flurry of activity impacting Minnesota employment laws, including many substantive changes to existing Minnesota employment laws and several new employment laws. One of the new laws is Minnesota Statutes section 181.173, requiring employers with at least 30 employees to include pay rate and
Understanding Maryland’s New Wage Posting Law: A Guide for Employers
Effective October 1, 2024, Maryland will join a growing list of states in promoting wage transparency in the workplace. The Maryland Wage Transparency Law (SB 525/HB 649) requires employers, both public and private, to publish wage ranges, a “general description of benefits,” and “any other compensation” in all internal and external job postings. This new
Reminder: Illinois Equal Pay Registration Certificate Reporting Deadline is March 23, 2024
The Illinois Equal Pay Act requires all private businesses with at least 100 Illinois employees to obtain an Equal Pay Registration Certificate (EPRC) by March 23, 2024.
To obtain a certificate, businesses must pay a $150 filing fee, complete a compliance statement, and provide a wage records report containing detailed pay information.Many businesses in
EEOC Releases Data Dashboard for 2017, 2018 Pay Data Collection
The Equal Employment Opportunity Commission (EEOC) made available on March 12, 2024, a data dashboard featuring the 2017 and 2018 EEO-1 Component 2 pay data. To protect employer and employee confidentiality, EEOC has aggregated the data. The dashboard contains aggregated employer-level workforce demographic and pay data reported by pay band. Users of the dashboard may
Columbus, OH, Salary History Ban Goes Into Effect March 1, 2024
Starting March 1, 2024, the City of Columbus ordinance banning inquiries into an applicant’s salary history goes into effect. This ordinance applies to all employers with 15 or more employees within Columbus. Employers that violate the ordinance could face civil fines of up to $5,000.
Covered employers should ensure that all employees involved in hiring
New Washington, D.C. Pay Transparency Law Scheduled to Go Into Effect on June 30, 2024
Washington, D.C. joins a growing group of states requiring employers to include projected salary ranges in job postings and to restrict the use of pay history in setting pay.
On Jan. 12, 2024, the mayor of D.C. signed the Wage Transparency Omnibus Amendment Act, which, among other things, requires private employers, regardless of size,