EMPLOYMENT LAW NEWS
Pay Transparency Laws by State
By GovDocs
Updated March 2025
As with most aspects of employment law, each jurisdiction handles pay transparency laws differently.
Latest pay transparency laws in 2025
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What are pay transparency laws?
Pay transparency laws are regulations that require employers to disclose information about employee compensation, either to the employees themselves or to the public. The specific requirements of these laws can vary depending on the jurisdiction, but they generally aim to promote fairness and reduce pay disparities based on factors like gender, race, and ethnicity.
These laws require employers to be more, well, transparent with salary ranges and benefits. Depending on the jurisdiction, these laws require employers to:
- Provide applicants the salary range for a posted position at a specified point during the hiring process
- Provide employees salary range upon request, when changing jobs, or upon hire
- Include salary range in job postings
Many states have passed their own pay transparency laws, which may require employers to disclose salary ranges for open positions, prohibit retaliation against employees who discuss their pay with colleagues, or require employers to report pay data to government agencies. As workers and lawmakers continue to push for enhanced employee rights, pay transparency laws are becoming more common.
Want to learn more? View our pay transparency laws by state interactive map.
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Pay Transparency Laws by State: Effective Dates
Below is an at-a-glance list of the states and corresponding effective dates that require disclosure of pay range under certain circumstances. Each law is different, so employers should review each specific jurisdiction’s requirements to ensure compliance:
- California – effective Jan. 1, 2023
- Colorado – effective Jan. 1, 2021
- Connecticut – effective Oct. 1, 2021
- District of Columbia – effective June 30, 2024
- Hawaii – effective Jan. 1, 2024
- Illinois – effective Jan. 1, 2025
- Maryland – effective Oct. 1, 2020
- Massachusetts – effective Oct. 29, 2025
- Minnesota – effective Jan. 1, 2025
- New Jersey – statewide law effective June 1, 2025
- New York – effective Sept. 17, 2023
- Nevada – effective Oct. 1, 2021
- Rhode Island – effective Jan. 1, 2023
- Vermont – effective July 31, 2025
- Washington – effective Jan. 1, 2023
As of this writing, several jurisdictions in the U.S. have some form of a pay transparency law. But more could be on the horizon.
Of course, as with all aspects of employment law, each jurisdiction handles these requirements differently.
Starting at a high level, some states have laws that require employers to disclose the pay range for a position if the applicant asks for it:
- California
- Colorado
- Connecticut
- Maryland
- Massachusetts – effective as of Oct. 29, 2025
- Minnesota
- Nevada
- Rhode Island
Even among these states, there is some variation in how they implement their pay transparency laws.
Salary History Bans in the United States
Salary history bans are adjacent to pay transparency laws and generally prohibit prohibit employers from asking job applicants about their past or current pay.
These laws preclude employers from relying on pay history to set compensation, part of the growing employment law sector related to the #MeToo movement.
Employers can usually ask for pay expectations but not actual pay history.
What states have salary history bans?
States, or jurisdictions within them, that have salary history bans include:
- Alabama
- California
- Colorado
- Connecticut
- Delaware
- District of Columbia
- Hawaii
- Illinois
- Maine
- Maryland
- Massachusetts
- Minnesota
- Missouri
- Nevada
- New Jersey
- New York State
- Ohio (only Toledo and Cincinnati)
- Oregon
- Pennsylvania (Philadelphia only)
- Rhode Island
- Vermont
- Washington
The list above is for private employers There are several other jurisdictions that have similar laws for government employers.
Conclusion
There are several jurisdictions in the U.S. that have considered pay transparency laws of late.
Plus, a competitive job market could spur companies to unilaterally opt to start including pay ranges with job postings, though there is some concern that it could create issues with existing employees who may not earn as much even though they hold the same position.
Still, employers with locations in the jurisdictions listed above should review their hiring practices to ensure they align with the law. Need help managing pay transparency laws across your business locations? Visit GovDocs Minimum Wage.
This Employment Law News blog is intended for market awareness only, it is not to be used for legal advice or counsel.
What is GovDocs?
GovDocs simplifies employment law compliance for large, multi-jurisdiction employers in the U.S. and Canada. The GovDocs software platform integrates three solutions in one convenient place to help you master the employment laws impacting your business. Whether you manage a postings, minimum wage or paid leave program, our products cut through research time, provide proactive insights into the everchanging landscape of employment laws and reduce the risk of noncompliance. The company is headquartered in Eagan, Minn.
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