Pay transparency laws continue to gain more momentum across the United States, changing the way employers share job information and communicate compensation. More states and cities are now requiring salary ranges in job ads and cracking down on practices that contribute to pay inequity and employers, especially those with remote or multi-state teams, need to keep up.
More States Mandate Pay Transparency
This year, new pay transparency laws have taken effect in Illinois, Minnesota, Massachusetts, New Jersey, and Vermont. At their core, these laws require employers to include good faith salary ranges in job advertisements, and in some cases, to also disclose information about benefits, bonuses, or commissions.
Employers cannot assume that their physical headquarters determine compliance. If you’re hiring workers who live or work in these states, even if the job is fully remote, you must adhere to the local disclosure rules.
Cleveland Joins Ohio’s Pay Equity Effort
On the city level, Cleveland enacted a sweeping ordinance aimed at promoting pay equity. It prohibits employers from asking applicants about their salary history and requires job postings to include a good faith pay range.
Cleveland’s ordinance aligns it with other Ohio cities, including Columbus, Cincinnati, and Toledo, that already have similar protections in place. Notably, Cleveland’s law applies broadly, covering part time and temporary positions, and applies to employers with 15 or more employees.
Washington State Refines Its Laws
While most recent updates have tightened requirements, Washington State offered employers a bit of relief by refining its Equal Pay and Opportunities Act, effective July 27, 2025. The changes are designed to reduce litigation risk while keeping transparency intact.
Highlights of the Washington amendments include:
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A five-day correction period for employers to fix noncompliant job postings before facing penalties.
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Permission to disclose a single wage figure, instead of a range, when a fixed salary applies to a role.
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Protection against liability for outdated salary information on third-party job boards, provided the employer acts promptly to correct errors.
These adjustments acknowledge the operational challenges of implementing transparency and emphasize that processes, not just policies, are key to compliance.
Employer Guidance
As the pay transparency movement grows, employers should take a proactive approach:
- Audit your job posting practices: Ensure salary ranges and benefit details are accurate and consistent across all platforms.
- Train staff: So they understand what information can (and cannot) be requested from candidates.
- Monitor jurisdictional changes : Especially if you hire remote workers or operate in multiple states.
- Work with counsel to develop correction protocols: Address mistakes quickly, as allowed in Washington and elsewhere.
While the specific rules vary, the trend is clear. Employees and job seekers expect more openness about compensation, and regulators are backing that expectation with enforceable mandates.
For employers, staying compliant means more than checking boxes, it requires embedding transparency into hiring policies, and workflows.
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As always, GIS is here to help your organization stay compliant. If you have questions about how these evolving pay transparency laws affect your business, or if you’re unsure about the specific requirements in your state, please contact us.