Pay transparency by state
Location |
CA - California (statewide) |
CO - Colorado (statewide) |
Connecticut (statewide) |
Current Law Effective Date |
January 1, 2023 |
January 1, 2024 |
October 1, 2021 |
Who is required to comply? |
Companies with 15 or more workers (even if only 1 Worker is working in CA) |
Companies that have at least 1 worker in Colorado |
Companies in the state of CT with one or more workers. |
Is the pay range required to be posted in job postings? |
Yes, the pay range for the position must be included and provided to current workers upon their request. |
Yes, the pay range for the position and description of all other benefits provided and/or compensation must be included in the job posting. |
No, this is not a requirement for job postings under the current CT law. However, the pay range must be provided upon request, or when an offer is made. The pay range must include any bonuses or earned commissions applicable to the role. |
Must a company provide the pay range to current workers? |
Yes, if requested by the worker. |
Yes, the job opportunity including the pay range must be announced to all workers before selecting a candidate for the role. |
Yes, if the worker changes positions or when the worker requests it for the first-time. |
Do the pay transparency requirements apply to remote positions? |
Yes, if the position may be filled in California, the pay transparency requirements are applicable. |
Yes, the requirements apply to any work tied to Colorado, including remote work. |
Pay transparency requirements apply if the company is located in the state, regardless of whether the worker is remote. It does not apply to out of state companies with workers in the state of CT. |
Penalties |
There is a civil penalty range from ($100) per worker to ($200) per worker. |
There is a rebuttable presumption in favor of a worker's claim if a company fails to keep records in violation of these provisions. |
Violators will be liable for compensatory damages, attorney's fees and costs, punitive damages and such legal and equitable relief as the court deems just and proper. |
Location |
DC - District of Columbia |
HI - Hawaii (statewide) |
Illinois (statewide) |
Current Law Effective Date |
June 30, 2024 |
January 1, 2024 |
January 1, 2025 |
Who is required to comply? |
Companies with 25 or more workers |
Companies with 50 or more workers |
Companies with 15 or more workers |
Is the pay range required to be posted in job postings? |
Yes, pay range must be included. |
Yes, pay range and description of all other benefits or compensation must be included. |
Yes, pay range, benefits, and other compensation must be included. |
Must a company provide the pay range to current workers? |
Yes, for any promotions or transfer opportunities. |
Yes, for any promotions or transfer opportunities. |
Current workers must be notified no later than 14 calendar days after an external job posting for all promotions. |
Do the pay transparency requirements apply to remote positions? |
No |
No |
Yes, if work is physically performed in the state, even occasionally, or if workers report to a person or office within the state. |
Penalties |
Fines range between $1,000 and $20,000 per violation. |
Hawaii generally allows individuals claiming to be aggrieved by an alleged unlawful discriminatory practice to file a complaint with the Hawaii Civil Rights Commission. |
Fines range from $500 to 10,000 based on the number of offenses. |
Location |
MD – Maryland (statewide) |
MA - Massachusetts (statewide) |
MN - Minnesota (statewide) |
Current Law Effective Date |
October 1, 2024 |
July 31, 2025 |
January 1, 2025 |
Who is required to comply? |
All companies conducting business in the state. |
Companies with 25 or more workers within the state. |
Companies with 30 or more workers at one or more sites in the state. |
Is the pay range required to be posted in job postings? |
Yes, and a general description of benefits and any other compensation offered. Companies must retain a copy of the job posting for 3 after the position was filled or posted if never filled. |
Yes the pay range must be listed in job postings, however supplemental benefits and other compensation do not need to be listed. |
Yes, the pay range as well as a general description of benefits and other compensation must be included. |
Must a company provide the pay range to current workers? |
Yes. |
Yes, if requested or the worker is being considered for a promotion or transfer. |
No, the requirement is for job postings only. |
Do the pay transparency requirements apply to remote positions? |
Yes, for positions for work that will be physically performed, at least in part, in Maryland |
Yes, if the work will be performed in the state. |
Yes, if the work will be performed within the state. |
Penalties |
A letter compelling is issued for the first violation, subsequent violations will receive fines ranging from $300-$600 per incident. |
A first offense will result in a warning under the statute. A second offense will result in a fine of not more than $500, and a third offense will result in a fine of not more than $1,000. Fourth and all subsequent offenses will result in a fines between $7,500 - $25,000. |
The law does not specify penalties. |
Location |
NV - Nevada (statewide) |
New York (Statewide) |
New York City, NY (Local Only) |
Current Law Effective Date |
October 1, 2021 |
September 17, 2023 |
November 1, 2022 |
Who is required to comply? |
All companies in the state. |
Companies with 4 or more workers |
Companies with four or more workers and at least one is in NYC. |
Is the pay range required to be posted in job postings? |
No, the pay range is only required to be provided to candidates post-interview. |
Yes, a pay range is required on all job postings. For Commission-only positions, only a statement about the pay structure is required. |
Yes, the pay range, benefits and other compensation must be included. |
Must a company provide the pay range to current workers? |
Yes, but only if a worker has been offered or applied for a promotion or transfer to a new position. |
Yes, for all transfer or promotion opportunities. |
Yes, for any promotion and transfer opportunities. |
Do the pay transparency requirements apply to remote positions? |
Yes, only for position within the state |
Yes, if worker is performing the job in the state, or reports to a supervisor or worksite in NY. |
Yes, if the position can be performed in the city. |
Penalties |
There is a penalty of not more than $5,000 for each violation. |
Penalties range from $1,000 to $3,000.
|
An uncorrected first violation, and/or repeated violations will result in fines up to $250,000. |
Location |
Albany County, NY – (Local only) |
Westchester County, NY (Local Only) |
Ithaca, NY - (Local only) |
Current Law Effective Date |
March 9, 2023 |
November 6, 2022 |
September 1, 2022 |
Who is required to comply? |
Companies with 4 or more workers |
All companies conducting business in the county. |
Companies with more than four workers located within the city. |
Is the pay range required to be posted in job postings? |
Yes, a pay range is required to be posted in job postings in most cases. |
Yes, the salary range including a minimum and maximum pay rate for the position is required. |
Yes, the pay range is required in any job posting. |
Must a company provide the pay range to current workers? |
Yes, for all promotion and transfer opportunities. |
Yes, for any promotion or transfer opportunities. |
Yes, for any current worker’s promotion or transfer opportunity |
Do the pay transparency requirements apply to remote positions? |
Yes, any position performed wholly or in part within the County including those performed remotely. |
Yes, any position performed wholly or in part within the County including those performed remotely. |
No, it only applies to positions working within the city. |
Penalties |
Penalties range from $1,000 to $3,000.
|
Penalties of up to $125,000 for most violations. Penalties for willful, wanton, or malicious intent may increase to an amount no greater than $250,000.
|
The ordinance is silent as to the penalties associated with violations. |
Location |
New Jersey - Statewide |
Jersey City, NJ (Local only) |
Cincinnati, OH – (Local only) |
Current Law Effective Date |
June 1, 2025 |
April 13, 2022 |
April 12, 2020 |
Who is required to comply? |
Companies that do business in New Jersey, have workers in New Jersey, or take applications within the state of New Jersey and have at least 10 workers over 20 calendar weeks. |
Companies located within the city with 5 or more workers. |
Companies with 15 or more workers in Cincinnati |
Is the pay range required to be posted in job postings? |
Yes, the pay range, as well as additional benefits and other compensation must be included in the posting. |
Yes, the pay range, as well as additional benefits and other compensation must be included in the posting. |
No, but it must be provided upon the applicant’s request or when an offer is extended. |
Must a company provide the pay range to current workers? |
Yes, if the posted job could be a promotion for an existing worker, the company must make reasonable efforts to may the opportunity known to workers. |
Yes, current workers must be notified no later than 14 calendar days after an external job posting for all promotions. |
No, only applicants for new positions. |
Do the pay transparency requirements apply to remote positions? |
Yes, if work is physically performed at least partially in the state or if worker reports to person or office in the state. |
Yes, if work is physically performed at least partially in the city or if worker reports to person or office in the city. |
No, this applies only to work performed in the city. |
Penalties |
Penalties for non-compliance include a $300 fine for the first violation and a $600 fine for each subsequent violation. |
Penalties for non-compliance includes fines of up to $2,000. |
Workers shall have a private cause of action for compensatory damages, reasonable attorney's fees, the costs of action, and such legal and equitable relief as the court deems just and proper.
|
Location |
Toledo, OH – (Local only) |
RI - Rhode Island (Statewide)
|
Vermont - (Statewide) |
Current Law Effective Date |
June 25, 2020 |
January 1, 2023 |
July 1, 2025 |
Who is required to comply? |
Companies with 15 or more workers in Toledo |
Companies with at least one worker in the state. |
All companies that employ five or more workers. |
Is the pay range required to be posted in job postings? |
No, but it must be provided upon the applicant’s request or when an offer is extended. |
No, pay range must only be provided upon request by an applicant. |
Yes, a good faith expectation of the minimum and maximum annual salary or hourly wage rage must be disclosed in job advertisements. |
Must a company provide the pay range to current workers? |
No, only applicants for new positions. |
Yes, if the worker requests the range or moves into a new position. |
No, only applicants for new positions. |
Do the pay transparency requirements apply to remote positions? |
No, this applies only to work performed in the city. |
Yes, if the applicant is within the state and/or will be working remotely from within the state. |
Yes, if the remote position will predominantly perform work for an office or work location that is physically located in Vermont. |
Penalties |
Workers shall have a private cause of action for compensatory damages, reasonable attorney's fees, the costs of action, and such legal and equitable relief as the court deems just and proper.
|
The penalties range from $1,000 up to $5,000 for violating the mandate beginning December 31, 2024. |
Companies will be required to pay civil penalties such as restitution of wages for violations.
|
Location |
WA - Washington (Statewide) |
||
Current Law Effective Date |
January 1, 2023 (amended previous law) | ||
Who is required to comply? |
Companies with 15 or more workers | ||
Is the pay range required to be posted in job postings? |
Yes, the pay range must be provided, and a the job posting must also include all benefits and other compensation information. | ||
Must a company provide the pay range to current workers? |
Yes, if requested by a worker seeking promotion or transfer. | ||
Do the pay transparency requirements apply to remote positions? |
Yes, as long as the company has at least one worker in the state. | ||
Penalties |
For the first violation, the penalty may not exceed $500. |
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