Illinois to Join in on Pay Transparency
As we recently reported, pay transparency laws are gaining momentum across the United States. Now, they have another state to add to the roster.
Illinois recently passed an amendment to the Illinois Equal Pay Act that will require employers to show pay and benefits information when posting a job. This move is a good opportunity to brush up on where we stand now. Let’s take a look at the latest pay transparency regulations, which differ by state (and sometimes even by locality).
Here’s where the states currently stand on pay transparency:
California:
Employers with 5 or more employees must disclose the salary range for a position in all job postings and upon request from an applicant or employee. The law went into effect on January 1, 2019.
Colorado:
Employers with 15 or more employees must disclose the salary range for a position in all job postings and upon request from an applicant or employee. The law went into effect on January 1, 2021.
Connecticut:
Employers with 3 or more employees must disclose the salary range for a position in all job postings and upon request from an applicant or employee. The law went into effect on January 1, 2023.
Delaware:
Employers with 15 or more employees must disclose the salary range for a position in all job postings and upon request from an applicant or employee. The law went into effect on January 1, 2023.
Illinois:
Employers with 15 or more employees must disclose the salary range for a position in all job postings and upon request from an applicant or employee. The law will go into effect on January 1, 2025.
Maine:
Employers with 11 or more employees must disclose the salary range for a position in all job postings and upon request from an applicant or employee. The law went into effect on January 1, 2023.
Maryland:
Employers with 49 or more employees must disclose the salary range for a position in all job postings and upon request from an applicant or employee. The law went into effect on January 1, 2023.
Nevada:
Employers with 25 or more employees must disclose the salary range for a position in all job postings and upon request from an applicant or employee. The law went into effect on January 1, 2023.
New York:
Employers with 10 or more employees must disclose the salary range for a position in all job postings and upon request from an applicant or employee. The law went into effect on January 1, 2023.
Oregon:
Employers with 6 or more employees must disclose the salary range for a position in all job postings and upon request from an applicant or employee. The law went into effect on January 1, 2023.
Rhode Island:
Employers with 6 or more employees must disclose the salary range for a position in all job postings and upon request from an applicant or employee. The law went into effect on January 1, 2023.
Washington:
Employers with 15 or more employees must disclose the salary range for a position in all job postings and upon request from an applicant or employee. The law went into effect on January 1, 2023.
These laws are designed to help ensure that employees are paid fairly for their work, regardless of gender, race, or other protected characteristic.
In addition to these state laws, a number of cities and counties have enacted pay transparency laws. For example, New York City, Seattle, and Philadelphia all have pay transparency laws that require employers to disclose the salary range for a position in all job postings.
The momentum for pay transparency laws is growing, and more states and localities will likely enact these laws in the future. As always, we’ll keep you updated of changes.
Related reading:
Get 5 tips on how bosses can handle pay in the age of transparency.
