A growing number of cities and states within the U.S. now mandate that employers provide wage information to applicants and, in some jurisdictions, current employees, either upon request or on a mandatory basis at a specified point in the hiring process.
Below is a high-level overview of current pay transparency-related laws in the U.S., which is an evolving area of the law. This Summary will be updated periodically and may not reflect changes in the relevant law post the “last updated” date. Please consult your legal team for more detailed information about compliance with the latest pay transparency and equity laws.
|State/City||Law Summary||Effective Date||What Employers Are Covered|
|California*||Current law: An employer, upon request, shall provide the pay scale for a position to an applicant applying for employment.
New law: An employer, upon request, shall provide an employee the pay scale for the position in which the employee is currently employed.
Requires employers to include the pay scale for a position in any job posting.
|Current law: January 1, 2018
January 1, 2023
|All employers who employ at least one individual in California
An employer with 15 or more employees
|Colorado*||Requires employers to include hourly or salary compensation (or a pay range) and a general description of all the benefits in every job listing.
(Applies to any job listing, including for positions that could be performed remotely in Colorado.)
|January 1, 2021||All employers who employ at least one individual in Colorado|
|Connecticut||Requires employers to provide the salary range if an applicant asks for it, or if the employer extends an offer — whichever occurs first.
Also requires employers to provide the salary range to an employee upon (i) the hiring of the employee, (ii) a change in the employee’s position with the employer, or (iii) the employee’s first request for a wage range.
|October 1, 2021||All employers who employ at least one individual in Connecticut|
|Maryland||Requires employers to disclose the pay range to applicants upon request.||October 1, 2020||All employers who employ at least one employee in Maryland|
|Nevada||Requires employers to provide the pay range to applicants after an initial interview automatically (even if the applicant hasn’t asked for it).
Also requires employers to provide employees with pay ranges for a transfer or promotion if an employee has applied for it, completed an interview, and requests it.
|October 1, 2020||All employers who employ at least one employee in Nevada|
|New York City*||Requires employers to list the minimum and maximum salary on all job postings, promotions, and/or transfer opportunities.||November 1, 2022||Employers with four or more employees in New York City|
|Ohio (Cincinnati & Toledo)||Requires employers to provide the pay range for a job after the employer has made a conditional offer of employment.||March 13, 2020; June 25, 2020 (respectively)||Cincinnati: All employers with 15 or more employees within the City of Cincinnati
Toledo: All employers with 15 or more employees within the City of Toledo
|Rhode Island||Requires employers to provide candidates with pay range information during interviews upon request. Also instructs that employers should disclose the range for a role before they discuss compensation.
In addition, requires employers to disclose the pay range at the time of hire and when an employee moves into a new position and disclose a wage range to current employees in their current position upon request.
|January 1, 2023||All employers with at least one employee in Rhode Island|
|Washington*||Current law: Requires employers to provide the minimum wage or salary for a job upon request of an applicant after the employer has initially offered the applicant the position. Employers must provide the pay range for an internal transfer or promotion to existing employees, if the employee asks for it.
Revised law: Requires employers to disclose in each job posting the pay range and a general description of all of the benefits and other compensation to be offered to the hired applicant. Employers must provide the pay range for an internal transfer or promotion to existing employees if the employee asks for it.
July 29, 2019
Revised law: January 1, 2023
|Washington employers with 15 or more employees|
*Note: States with asterisks require posting salary ranges within job postings as of April 15, 2022.
Last update date: October 28, 2022