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)

NV - Nevada (statewide)

New York City, NY (Local Only)

Current Law Effective Date

October 1, 2024

October 1, 2021

November 1, 2022

Who is required to comply?  

All companies conducting business in the state.

All companies in the state.

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, the pay range, benefits and other compensation must be included.

Must a company provide the pay range to current workers?

Yes.

Yes, but only if a worker has been offered or applied for a promotion or transfer to a new position.

Yes, for any promotion and transfer opportunities.

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, only for position within the state

Yes, if the position can be performed in the city.

Penalties

A letter compelling is issued for the first violation, subsequent violations will receive fines ranging from $300-$600 per incident.

There is a penalty of not more than $5,000 for each violation.

An uncorrected first violation, and/or repeated violations will result in fines up to $250,000.

Location

New York (Statewide)

Albany County, NY – (Local only)

Westchester County, NY (Local Only)

Current Law Effective Date

September 17, 2023

March 9, 2023

November 6, 2022

Who is required to comply?  

Companies with 4 or more workers

Companies with 4 or more workers

All companies conducting business in the county.

Is the pay range required to be posted in job postings?

Yes, a pay range is required on all job postings. For Commission-only positions, only a statement about the pay structure is required.

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.

Must a company provide the pay range to current workers?

Yes, for all transfer or promotion opportunities.

Yes, for all promotion and transfer opportunities.

Yes, for any promotion or transfer opportunities.

Do the pay transparency requirements apply to remote positions?

Yes, if worker is performing the job in the state, or reports to a supervisor or worksite in NY.

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.

Penalties

Penalties range from $1,000 to $3,000.

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.

Location

Ithaca, NY - (Local only)

RI – Rhode Island (Statewide)

WA - Washington (Statewide)

Current Law Effective Date

September 1, 2022

January 1, 2023

January 1, 2023 (Previous law amended)

Who is required to comply?  

Companies with more than four workers located within the city.

Companies with at least 1 worker in the state.

Companies with 15 or more workers.

Is the pay range required to be posted in job postings?

Yes, the pay range is required in any job posting.

No, pay range must only be provided upon applicant request.

Yes, the pay range must be provided, and the posting must also include all benefits or other compensation.

Must a company provide the pay range to current workers?

Yes, for any current worker’s promotion or transfer opportunity

Yes, if workers request the range, or move into a new position.

Yes, if requested by workers seeking a promotion or transfer.

Do the pay transparency requirements apply to remote positions?

No, it only applies to positions working within the city.

Yes, if applicant is within the state and/or will be working remotely from within the state.

Yes, as long as the company has at least one worker in the state.

Penalties

The ordinance is silent as to the penalties associated with violations.

The penalties range from $1,000 up to $5,000 for violating the mandate beginning December 31, 2024.

For the first violation, the penalty may not exceed $500.

For subsequent violations, a civil penalty of $1,000 or 10% of damages, whichever is greater.

Location

Toledo, OH – (Local only)

Cincinnati, OH – (Local only)

New Jersey City (Local only)

Current Law Effective Date

June 25, 2020

April 12, 2020

April 13, 2022

Who is required to comply?  

Companies with 15 or more workers in Toledo

Companies with 15 or more workers in Cincinnati

Companies located within the city with 5 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, but it must be provided upon the applicant’s request or when an offer is extended. 

Yes, the pay range, as well as additional benefits and other compensation must be included in the posting.

Must a company provide the pay range to current workers?

No, only applicants for new positions.

No, only applicants for new positions.

Yes, 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, this applies only to work performed in the city.

No, this applies only to work performed in the city.

Yes, if work is physically performed at least partially in the state or if worker reports to person or office in the state.

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.

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.

Penalties for non-compliance includes fines of up to $2,000.