Wage transparency laws are becoming increasingly common in the United States and Europe. Such laws require companies to disclose certain employee compensation information to both job applicants and existing employees, as a means of addressing pay disparity concerns, particularly along gender and racial lines.
For job applicants, wage transparency typically means companies must include salary
Massachusetts has adopted new wage transparency requirements for employers, joining a growing list of other states and cities.
The new law contains two distinct wage transparency measures that apply depending on the employer’s size: (1) Pay range disclosure requirements, and (2) wage data reporting to the state.
Minnesota is the latest jurisdiction to enact a pay transparency law, joining other localities such as California, Colorado, Illinois, Maryland and Washington, D.C., New York, and Washington state that are taking steps to address pay disparity concerns.
On May 17, 2024, Minnesota Gov. Walz signed the Omnibus Labor and Industry policy bill
California employers know the holidays bring chilly nights (by California standards), holiday cheer, decked halls, and… ringing in the New Year with a host of new employment laws and compliance challenges. Here’s a summary of what we believe are some key aspects of new legislation that employers should be aware of before popping the bubbly
Will it soon be time for California employers to collect and report more pay data? If Senate Bill 1162 (SB 1162) passes, the answer is “yes.” Introduced in the California Senate in February 2022, SB 1162, if passed, would lead to considerable changes to California’s pay transparency laws and affect both pay data
Some employers wish to post job openings without providing a salary range. They also would like to ask applicants about their salary history. Although this may benefit the employer in the negotiation process, asking about an applicant’s salary history and not providing salary information may be unlawful. Legislators have been concerned that employers’ lack