• Employers are prohibited from asking about an applicant's salary history during the hiring process
• Employers cannot retaliate against employees who discuss, disclose, or inquire about wages
• Employers must maintain all records of employees' wages and wage rates, for three years

• Employers would be required to disclose the salary range in all job postings.
• Employers would be prohibited from asking job applicants about their salary history.
• The law would apply to employers with at least one employee.

• The Arizona Equal Pay Act prohibits employers from paying employees of one sex less than employees of the opposite sex for equal work that requires equal skill, effort, and responsibility under similar working conditions.
• Arizona law also prohibits employers from retaliating against employees who discuss their wages with coworkers.

• The Arkansas Equal Pay Act prohibits employers from discriminating in the payment of wages based on sex
• Employers are required to pay employees equal compensation for equal services
• Protects employees from retaliation for making complaints about pay, instituting proceedings, or testifying in a proceeding related to pay discrimination

• Employers with 15 or more employees must include pay scales in all job postings, including for remote positions
• Employers must provide pay scale information to current employees upon request
• Employers are prohibited from asking job applicants about their salary history
• Employers with 100 or more employees to submit annual pay data reports to the California Civil Rights Department

Civil penalties ranging from $100 to $10,000 per violation. Employees can file complaints with the Labor Commissioner's Office within one year of the violation.

• must maintain records of wages and job descriptions for at least three years after a job is filled
• Employers must include compensation information (hourly/annual pay or pay ranges) and benefits in all job postings, both internal and public
• Employers must notify employees about opportunities for promotion and disclose who was selected to fill the position
• Employers must maintain records of wages and job descriptions for at least three years after a job is filled
• The law prohibits employers from asking about an applicant's pay history or relying on it to determine wage rates

Employers may be fined between $500 and $10,000 per violation

Connecticut Pay Transparency Act (HB 6380) or Public Act 21-30: An Act Concerning the Disclosure of Salary Range for a Vacant Position

• Applies to all employers with at least one employee in Connecticut.
• Employers must disclose salary ranges to applicants and employees upon request or before making an offer.
• Employers are prohibited from asking about an applicant's salary history or using it to determine wage rates.
• Employers must provide equal pay for comparable work, going beyond just equal work.

• Employees or prospective employees can bring a civil action within two years of a violation.
• Successful claimants may obtain compensatory damages, punitive damages, and attorneys' fees and costs.

•  Employers are prohibited from seeking or relying on an applicant's compensation history in determining wages.
• Employers cannot screen applicants based on their compensation history.
• Employers are prohibited from retaliating against employees who discuss, inquire about, or disclose their own wages or the wages of another employee.

• The Florida Civil Rights Act prohibits discrimination in employment based on various factors, including sex
• Florida has a statute prohibiting wage rate discrimination based on sex
• The Florida Statute of Frauds prohibits pay disparities in the context of contracts for equal services performed

• Salary history ban: The city of Atlanta has a law, effective February 2019, that prohibits city agencies from asking for salary histories on job applications.
• Georgia follows federal labor laws, including the Fair Labor Standards Act (FLSA), which sets minimum wage and overtime pay standards.

 Georgia businesses hiring employees from states with pay transparency laws may need to comply with those states' regulations.

• Employers with 50 or more employees must disclose an hourly rate or salary range in job listings that reasonably reflects the actual expected compensation.
• The law expands Hawaii's equal pay law to prohibit pay discrimination based on any protected category under Hawaii law, not just sex.
• The law changes the standard for comparing employees from “equal work” to “substantially similar work.”

• Individuals can file complaints with the Hawaii Civil Rights Commission, and there is a private right of action under Hawaii law
• Employers in violation can face civil action for compensatory and punitive damages, plus costs

 Some aspects of the law may need clarification, such as whether the 50-employee threshold refers to employees in Hawaii or a company's total employee count.

• Idaho follows federal labor laws, including the Equal Pay Act and Title VII of the Civil Rights Act, which prohibit pay discrimination based on protected characteristics.
• Idaho has a state law prohibiting wage discrimination based on sex (Idaho Code 44-1701 to 44-1704).
• Employers in Idaho are required to maintain payroll records for at least three years.

• Employers with 15 or more employees must include pay scale and benefits information in all job postings.
• The law applies to positions performed at least partly in Illinois or reporting to an Illinois-based supervisor, office, or worksite.
• Employers must announce promotion opportunities to current employees within 14 calendar days of external job postings.
• Employers must maintain records of pay scales, benefits, and job postings for at least five years.

• First offense: Up to $500 fine after a 14-day cure period
• Second offense: Up to $2,500 fine after a 7-day cure period
• Third or subsequent offense: Up to $10,000 fine with no cure period

• State Representative Sue Errington has previously introduced pay equity legislation and is considering introducing it again in the 2024 session.
• There is growing momentum for pay transparency laws nationally, with 22 states already having laws dealing with wage ranges or salary history bans in some form.

Neighboring states and cities, such as Ohio (Toledo and Cincinnati), have passed pay transparency laws, which could influence Indiana's future decisions.

• Iowa is an employment-at-will state, meaning employees can be terminated for any non-discriminatory reason at any time without notice.
• Employers are prohibited from retaliating against employees who file complaints or participate in civil rights proceedings.

While Kansas has a pay equity law, it doesn't appear to have a comprehensive pay transparency law requiring salary range disclosures in job postings, as seen in some other states.

• While there is no statewide law, Louisville (Kentucky's largest city) has legislation that prohibits employers from requesting salary history from job applicants
• Kentucky follows federal labor laws, including the Fair Labor Standards Act (FLSA), which sets standards for minimum wage and overtime pay
• The Kentucky Civil Rights Act (KCRA) prohibits employment discrimination based on various characteristics, including sex, which can indirectly affect pay equity

Workers are legally allowed to share pay information with each other. Under the Equal Pay for Women Act, employees are allowed to ask about, disclose, compare, and discuss their wages with coworkers.

New Orleans specifically has some restrictions

• No pay history inquiries: New Orleans city agencies cannot ask about a candidate's pay history during the application or interview process.
• No reliance on pay history: New Orleans city agencies cannot use pay history to determine wages or whether to offer employment to an applicant.

Maine has introduced a holistic pay transparency legislation, but it has not yet been passed. 

• Employers with 10 or more employees: Would be required to include pay ranges in all job postings 
• Employers with fewer than 10 employees: Would be required to provide the pay range for an open position to any applicant upon request 

• Employers are prohibited from asking about a prospective employee's compensation history until after a job offer (including compensation) has been negotiated and made.
• Employers cannot stop employees from discussing or disclosing their own or another employee's wages.
• The law broadens the state's existing pay transparency provision
• The potential fine per violation is $100 to $500.

• Employers must disclose wage ranges, a general description of benefits, and any other compensation offered in all public and internal job postings.
• The law applies to positions that will be physically performed, at least in part, in Maryland.
• Employers must retain records demonstrating compliance with the law for at least three years from the date the position is filled.

• Employers can be fined up to $500 per employee who did not receive the required notice or information.
• The Maryland Department of Labor may seek relief on behalf of workers, including reinstatement and back pay, and assess a civil penalty of up to $1,000 for each employee for whom an employer is found to have retaliated against.

• Employers with 25 or more employees must disclose salary ranges in job postings, for promotions or transfers, and upon request from employees or applicants.
• Employers with 100 or more employees must submit annual EEO and pay data reports to the state.
• The law prohibits retaliation against employees for exercising their rights under this act.

• First offense: Warning
• Second offense: Up to $500 fine
• Third offense: Up to $1,000 fine
• Fourth or subsequent offenses: Civil fines ranging from $7,500 to $25,000 per violation

•  HB 4406: Requires employers to provide wage information for similarly situated employees within 30 days of request. This includes salary, hourly wages, bonuses, overtime pay, and other forms of compensation.
• Senate Bill 142: Introduced in 2023, this bill would require employers with at least five employees to create and maintain job descriptions that include salary information
• HB5619: would require employers to create a job description for each role that includes salary information and share the job description with an applicant during the recruiting process and with an employee upon request.

• Michigan does not have a statewide pay transparency law, but some cities have their own pay transparency ordinances, such as Detroit and Ann Arbor
• Detroit has policies to increase wage transparency and fairness in the public sector and in businesses that contract with the city.

Michigan employees can discuss their compensation and cannot face disciplinary action for doing so. 

• Employers with 30 or more employees: Must provide the minimum and maximum annual starting salary or hourly range of compensation 
• Open-ended ranges: Ranges cannot be open-ended 
• Good faith estimates: Ranges must be based on a “good faith estimate” 
• Fixed pay rates: If the position does not have a range, a fixed pay rate must be listed 
• No pay history inquiries: Employers are prohibited from asking applicants about their pay history during the hiring process

 No statewide law, but certain cities have local laws.

• Kansas City: Employers with at least 6 employees cannot ask about or use an applicant's salary history to make hiring decisions or determine compensation. They must also disclose salary ranges for job postings and internal promotions.
• St. Louis: City agencies cannot ask about an applicant's salary history, and they cannot refuse to hire or retaliate against applicants who refuse to disclose their salary history.

 Montana considered a pay transparency bill during its 2023 legislative session, but it didn't pass.

• Valid for employers with 15 or more employees
• Employers must include salary or wage information in job postings.
• Employers must also include descriptions of benefits and other compensation offered for the role
• Penalties for non-compliance range between $500 and $10,000 per violation.

• This law applies to all employers regardless of size
• Employers are prohibited from seeking or relying on an applicant's wage or salary history in determining their rate of pay.
• Employers must disclose the wage rate or salary range to applicants after completing an interview for the position.
• Employers must provide wage rate or salary range information to current employees seeking promotion or transfer, if requested.

• The state's equal pay legislation protects an employee's right to ask about and discuss their wages with coworkers.
• Pay disclosure: Prohibits employers from requiring employees to sign a waiver or refrain from disclosing their wages, salary, or paid benefit

• Employers with 10 or more employees must disclose hourly wage or salary range and a general description of benefits in job postings for new positions and transfer opportunities.
• Employers must make reasonable efforts to announce promotion opportunities to current employees before making a decision.
• The law applies to jobs that will be performed in New Jersey or report to a New Jersey-based office.

• First violation: Up to $300 fine
• Subsequent violations: Up to $600 fine per violation

Jersey City already has a more stringent local pay transparency ordinance in place for employers with five or more employees.

• Employers must disclose the minimum and maximum annual salary or hourly wage in all job postings or advertisements.
• This applies to new job openings, promotions, and transfer opportunities.
• The requirement covers both permanent and temporary positions.
• Employers must also include a general description of benefits and other compensation.
• Coverage: The ordinance applies to any means of advertising, not limited to print and digital media.
• Penalties: Non-compliance can result in fines of up to $2,000 per violation.
• Temporary positions: The Jersey City ordinance explicitly includes temporary employment opportunities, which is not specified in the proposed state law.

• Employers with 4 or more employees must disclose salary ranges in job postings, promotions, and transfer opportunities.
• Applies to positions that will be performed, at least in part, in New York state or report to a supervisor or site in New York.
• Employers must include the job description in writing if one exists.

• First violation: $1,000 fine
• Second violation: $2,000 fine
• Third violation and beyond: $3,000 fine

 The law does not supersede local laws, such as those in New York City, Westchester County, and Ithaca.

 While North Carolina doesn't have a comprehensive law, there are a few regulations:

• State agencies cannot seek job applicants' salary histories.
• North Carolina is a right-to-work state, which means employees cannot be forced to join a union or pay union fees as a condition of employment.
• North Carolina's Wage and Hour Act (WHA) requires employers to specify the terms and conditions of employment in writing, including hourly wage, payday, and payment method.

 Local laws applicable in 3 states

• Columbus: Effective March 1, 2024, employers with at least 15 employees in Columbus are prohibited from asking job applicants about their salary history. Employers who violate the ordinance may face civil penalties of up to $5,000.
• Cincinnati: Employers with at least 15 employees in Cincinnati are prohibited from asking job applicants about their salary history. They also must provide the pay scale for a position upon request after a conditional job offer has been made. 
• Toledo: Employers with at least 15 employees in Toledo are prohibited from asking job applicants about their salary history.

 Applicants have a two-year window from when the violation occurs to seek damages.

 SB 1527: This law prohibits employers from discriminating against employees who discuss or disclose their own wages or the wages of other employees. This law helps to create a transparent workplace and identify and correct wage disparities. 

• Salary history: Employers cannot ask for salary history from applicants or their previous employers before making an offer of employment. They can only check a worker's salary history after making an offer and if the employee authorizes it.
• Compensation: Employers cannot determine compensation for new hires based on salary history.
• Pay cuts: Employers cannot cut an employee's pay to make it equal with other employees' pay.
• Screening: Employers cannot screen job applicants based on current or past salary history

 Oregon was one of 16 states to consider pay transparency bills in 2023

 Senate Bill 601 (S.B. 601) has been proposed

• Require employers with 15 or more employees to provide a pay range to applicants and candidates for internal transfers and promotions.
• Require employers to provide employees with the pay range for their role upon hire and annually thereafter.

• State agencies: State agencies cannot ask about a job applicant's pay history at any stage of the hiring process. 
• Philadelphia: No employer, public or private, can ask job candidates for their pay histories. 
• Pittsburgh: City agencies cannot ask job applicants for their pay histories. 

• Applies to all employers with at least one employee in Rhode Island.
• Employers must provide wage range information to job applicants upon request and before discussing compensation.
• Employers must disclose salary ranges to current employees at the time of hire, when they move into a new position, or upon request.
• Employers are prohibited from asking about an applicant's wage history or relying on it to screen applicants or determine compensation.

• First violation: $1,000 fine
• Second violation within 5 years: $2,500 fine
• Two or more violations within 7 years: $5,000 fine

• While there's no statewide law, both Columbia, SC and Richland County, SC enacted salary history bans in 2019 for employees of the city and county respectively.
• The National Labor Relations Act (NLRA) protects employees' rights to discuss their wages with one another.

A pay transparency law was introduced during the 2023 legislative session, but it did not pass.

Senate Bill 109: This bill would have required private employers with at least 100 employees to disclose compensation or a range of compensation to applicants and employees. The bill would have also required employers to:

• Include compensation information in job postings
• Provide a general description of benefits and other compensation
• Maintain records of compensation ranges for each job, promotion, or transfer

• The law would apply to private employers with 100 or more employees
• A penalty of $500 fine would be charged for each violation

• Would prohibit employers from banning employees from discussing or disclosing their wages or the wages of other employees.
• Employers would not be allowed to require employees to sign waivers denying their right to disclose or discuss wages.
• Would protect employees from retaliation for discussing or inquiring about wages.
• If passed, employees would have the right to bring legal action against employers who violate the law within two years of the violation.
• Employers found in violation could be liable for compensatory damages, attorney's fees and costs, punitive damages, and other legal and equitable relief.

Texas Bill HB723, effective September 1, 2023, makes it illegal to discriminate against applicants based on their requests for salary information or against those who refuse to provide salary history.

Salt Lake City has implemented a limited pay transparency measure

• Salt Lake City public employers are prohibited from asking job applicants about their current or past salary history.
• If an applicant voluntarily discloses salary information, the city cannot rely on it as the basis for any salary offer.

The state has whistleblower protection laws that prohibit employers from retaliating against employees who report violations of state or federal laws in good faith.

• Who it applies to: Employers with at least five employees
• What it requires: Employers must include compensation or compensation ranges in job advertisements
• What it covers: The law applies to positions located in Vermont, as well as remote positions where the majority of work will be done in Vermont
• What it prohibits: Employers cannot refuse to hire, promote, interview, or employ a current or prospective employee for exercising their rights under the law

• Restraining prohibited acts
• Seeking civil penalties
• Obtaining assurances of discontinuance
• Conducting civil investigations
  Employers may be required to pay civil penalties or restitution of wages to employees for violations.

• Employers cannot discharge or retaliate against employees for inquiring about, discussing, or disclosing their own wages or other employees' wages.
• Employers cannot retaliate against employees for filing a complaint with the Department of Labor and Industry alleging a violation of this law.
• The law does not apply to employees who have access to compensation information as part of their essential job functions, with some exceptions.

• The Department of Labor and Industry can impose a civil penalty of up to $100 for each violation.
• The Labor Commissioner can petition a circuit court for injunctive relief or other necessary enforcement measures.

Virginia’s current pay transparency law is said to be on the less-transparent end of the pay transparency scale.

Senator Jennifer Boysko has introduced SB 370, which would require employers to disclose salary ranges in public job postings and prohibit inquiring about an applicant's wage history. However, this bill has been introduced seven times before without success.

• This law applies to employers with 15 or more employees, including those outside Washington
• Employers must disclose the wage scale or salary range for each job opening in every job posting.
• Employers must provide a general description of all benefits and other compensation offered, including bonuses, commissions, and stock options.

• Employers can be fined $500 for each violation of the act.
• For repeated violations, fines can increase to $1,000 or 10% of the damages, whichever is greater.
• Employees can seek monetary damages, including a penalty of $5,000 for violation of the law
• The Washington State Department of Labor and Industries is empowered to investigate alleged violations and enforce the law.

House Bill 4272, also known as the Katherine Johnson and Dorothy Vaughan Fair Pay Act

It would require employers to provide a pay range and description of benefits and other compensation to an applicant upon request, and prohibit employers from inquiring into an applicant’s salary history.

• In 2021, Senate Bill 43, known as "The Pay Transparency Act of 2021," was introduced but did not pass.
• In 2023, the West Virginia House of Delegates introduced a law that would have required employers to provide salary and wage information to job candidates who request it, but it didn't pass.

No name yet, but a legislation is being considered to require employers to include pay information in job listings.

State Representative Jimmy Anderson has introduced Assembly Bill 905, which proposes pay transparency requirements.

In the proposed law

• Employers would be required to include salary or hourly wages, or a salary range, in job listings.
• Employers must include a description of all benefits and other compensation in job listings.
• Employers would need to keep records of job listings and associated wages, salary, and benefits for at least two years after the position is filled.
• Violations would result in a fine of at least $500 and no more than $10,000 per violation.